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Tag: merit
Reforming The Federal Hiring Process And Restoring Merit To Government Service – The White House
REFORMING THE FEDERAL HIRING PROCESS AND RESTORING MERIT TO GOVERNMENT SERVICE
By the authority vested in me as President by the Constitution and the laws of the United States of America, including sections 3301, 3302, and 7511 of title 5, United States Code, it is hereby ordered:
Section 1. Policy. American citizens deserve an excellent and efficient Federal workforce that attracts the highest caliber of civil servants committed to achieving the freedom, prosperity, and democratic rule that our Constitution promotes. But current Federal hiring practices are broken, insular, and outdated. They no longer focus on merit, practical skill, and dedication to our Constitution. Federal hiring should not be based on impermissible factors, such as one’s commitment to illegal racial discrimination under the guise of “equity,” or one’s commitment to the invented concept of “gender identity” over sex. Inserting such factors into the hiring process subverts the will of the People, puts critical government functions at risk, and risks losing the best-qualified candidates.
By making our recruitment and hiring processes more efficient and focused on serving the Nation, we will ensure that the Federal workforce is prepared to help achieve American greatness, and attracts the talent necessary to serve our citizens effectively. By significantly improving hiring principles and practices, Americans will receive the Federal resources and services they deserve from the highest-skilled Federal workforce in the world.
Sec. 2. Federal Hiring Plan. (a) Within 120 days of the date of this order, the Assistant to the President for Domestic Policy, in consultation with the Director of the Office of Management and Budget, the Director of the Office of Personnel Management, and the Administrator of the Department of Government Efficiency (DOGE), shall develop and send to agency heads a Federal Hiring Plan that brings to the Federal workforce only highly skilled Americans dedicated to the furtherance of American ideals, values, and interests.
(b) This Federal Hiring Plan shall:
(i) prioritize recruitment of individuals committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution;
(ii) prevent the hiring of individuals based on their race, sex, or religion, and prevent the hiring of individuals who are unwilling to defend the Constitution or to faithfully serve the Executive Branch;
(iii) implement, to the greatest extent possible, technical and alternative assessments as required by the Chance to Compete Act of 2024;
(iv) decrease government-wide time-to-hire to under 80 days;
(v) improve communication with candidates to provide greater clarity regarding application status, timelines, and feedback, including regular updates on the progress of applications and explanations of hiring decisions where appropriate;
(vi) integrate modern technology to support the recruitment and selection process, including the use of data analytics to identify trends, gaps, and opportunities in hiring, as well as leveraging digital platforms to improve candidate engagement; and
(vii) ensure Department and Agency leadership, or their designees, are active participants in implementing the new processes and throughout the full hiring process.
(c) This Federal Hiring Plan shall include specific agency plans to improve the allocation of Senior Executive Service positions in the Cabinet agencies, the Environmental Protection Agency, the Office of Management and Budget, the Small Business Administration, the Social Security Administration, the National Science Foundation, the Office of Personnel Management, and the General Services Administration, to best facilitate democratic leadership, as required by law, within each agency.
(d) The Federal Hiring Plan shall provide specific best practices for the human resources function in each agency, which each agency head shall implement, with advice and recommendations as appropriate from DOGE.
Sec. 3. Accountability and Reporting. (a) The Director of the Office of Personnel Management shall establish clear performance metrics to evaluate the success of these reforms, and request agency analysis on a regular basis.
(b) The Office of Personnel Management shall consult with Federal agencies, labor organizations, and other stakeholders to monitor progress and ensure that the reforms are meeting the needs of both candidates and agencies.
Sec. 4. General Provisions. (a) Nothing in this order shall be construed to impair or otherwise affect:
(i) the authority granted by law to an executive department, agency, or the head thereof;
(ii) the functions of the Director of the Office of Management and Budget relating to budgetary, administrative, or legislative proposals; or
(iii) the functions of the Board of Governors of the Federal Reserve System or the Federal Open Market Committee relating to its conduct of monetary policy.
(b) This order shall be implemented consistent with applicable law and subject to the availability of appropriations.
(c) 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.
THE WHITE HOUSE,
January 20, 2025.
In an effort to improve the efficiency and effectiveness of the federal government, the White House is taking steps to reform the federal hiring process and restore merit to government service.The current federal hiring process is often criticized for being slow, cumbersome, and outdated. Many qualified candidates are deterred from applying for federal jobs due to the lengthy application and selection process, which can take several months or even years to complete.
To address these issues, the White House is working to streamline the federal hiring process, making it more efficient and user-friendly for both applicants and hiring managers. This includes implementing new technologies and tools to automate and expedite the recruitment and selection process.
Additionally, the White House is committed to restoring merit to government service by ensuring that candidates are selected based on their qualifications, skills, and experience, rather than political connections or other non-merit factors. This will help to build a more professional and talented federal workforce that is better equipped to serve the American people.
By reforming the federal hiring process and restoring merit to government service, the White House aims to create a more effective and responsive federal government that is better able to meet the needs of the American people.
Tags:
- Federal hiring process
- Government service
- White House
- Merit-based hiring
- Civil service reform
- Government recruitment
- Federal employment
- Public service reform
- White House administration
- Government workforce
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Reaction to latest high-profile HBCU football hires put merit and star power at intersection
Michael Vick and DeSean Jackson being named head football coaches at HBCUs would seem like a cause for celebration.
And, for the most part, it generally was.
Vick, a four-time NFL Pro Bowl quarterback, and Newport News, Virginia native, was praised for taking the lead role as the face of Norfolk State football in his backyard.
The Naismith Basketball Hall of Fame player and fellow Virginia sports legend Allen Iverson even attended the introductory press conference to support Vick.
“It’s a great story. It’s beautiful,” said Iverson. “It’s a beautiful day, not just what he has to offer to kids but to everybody.”
And days later, Jackson, who played with Vick on the Philadelphia Eagles, got the Delaware State job.
The ex-NFL wide receiver garnered support from Kansas City Chiefs coach Andy Reid, L.A. Rams coach Sean McVay, and Delaware State legend John Taylor, Jackson’s uncle.
“This is a win-win for everyone, particularly the young men that get to learn from him and the incredible staff he will assemble – many football aficionados who have been with him since the very beginning,” said Reid.
Photo: Norfolk State/YouTube Within a week, two dormant HBCU football programs were suddenly acknowledged like never before because of the new names associated with them.
“When was the last time anyone talked about Norfolk State football this much?” asked Virginian-Pilot reporter Michael Sauls hours after the Vick hire became official.
In a broader sense, ESPN Andscape journalist William C. Rhoden recently wrote that Vick’s hiring is “a sorely needed boost” for the MEAC.
Others have suggested that Jackson and Vick joining the HBCU coaching ranks would only enhance the visibility and credibility of Black College Football as a whole, similar to how Jackson State hired NFL star Deion Sanders in 2020 and Tennessee State named former Heisman Trophy winner Eddie George coach in 2021.
Perception of ex-NFL player hires is polarizing
But while there has been excitement and intrigue about another wave of ex-NFL greats coaching at HBCUs, another side is vocal that Jackson and Vick are afforded undeserved opportunities with limited or no experience.
I said it then with Deion and I’ll say now with Vick and D-Jax, I don’t like how former NFL players with no experience can cut the line and get head coaching jobs at HBCUs over HBCU coaches who have been putting in the work for years. #SWAC #MEAC #SIAC #CIAA
— Smitty from Up North aka Swift Sullivan (@Smitty1914) December 26, 2024
Remember when black reporters were talking about the difficulty in moving upwards when athletes kept taking their spots. Can only imagine how these coaches who been grinding for jobs feel.
— Quincy Avery (@QuincyAvery) December 26, 2024
Stronger sentiments about schools going after and hiring so-called “celebrity coaches” have been made by current HBCU coaches.
Clark Atlanta coach Teddy Keaton, in an appearance with HBCU Gameday weeks before Jackson and Vick were hired, was explicit in saying that some coaches “hate to see a celebrity coach” be considered for jobs without the resume they worked to attain over years of unheralded work.
Terrence Graves, who waited more than 30 years to become a head before being hired at Southern, called schools “hypocritical” during a recent interview on The Carlos Brown Show for requiring coaches to put in the time and then not be considered quality candidates to lead a program because they only possess HBCU experience.
Photo: Southern University Athletics “You work and prepare for those opportunities, and then when those opportunities come, the first thing they (HBCU administrators) say is, all he is is an HBCU coach,” said Graves, who led Southern to a SWAC West Division championship in his first season. “We need to think outside the box. We need a coach from an FBS school. We need an ex-pro coach.
“You told me what to do, but when it was time for me to take the reins, what you told me to do was not good enough.”
Former Florida A&M athletic director Tiffani-Dawn Sykes wondered whether it was standard practice for non-Division I HBCU schools to hire head coaches without previous collegiate experience.
“Serious question. Has a D1 PWI ever hired a head football coach with no college coaching experience, Sykes wrote on X. “(Please don’t take this as shade and have my mentions in shambles. I’m genuinely curious.).”
Sykes expressed being pleased that HBCUs were hiring “non-traditional, high-profile candidates” like Vick or Jackson because more college athletic directors will desire to build pro-style football operations.
Syke also wanted to acknowledge that veteran HBCU coaches could be “squeezed out of opportunities” for relatively inexperienced former NFL players.
The fact is that schools—North Carolina’s hiring of six-time Super Bowl-winning head coach Bill Belichick is an example of this trend—will now do whatever is possible to win and attempt to increase revenue streams.
There is more than one way to win at HBCUs
That’s especially true for places without a long history of winning—like UNC, Norfolk State, Morehouse, and Delaware State—that might need to take risks and hire a big-name coach after failing with traditional candidates.
A source with knowledge of the DSU search told HBCU Sports reporter Chris Stevens that the school had almost exclusively targeted a big name to fill that role.
Conversely, disgruntled HBCU coaches who might feel overlooked, threatened, or even betrayed are probably justified in their perception of what’s happening. College jobs are scarce, and it has been historically difficult for Black non-ex-pro football players to express feigned interest and get hired.
It has also not been easy for Black coaches, regardless of experience, to get a DI or NFL coaching job.
But sports isn’t a meritocracy or fair, and positions aren’t earned simply for being good stewards. Coaches don’t automatically get brownie points for doing it “the right way” or taking the hard road. Institutions must work in their own best interests and shouldn’t be in the business of placating a coach’s ego.
It is also understandable that HBCU stakeholders are wary that Vick and Jackson only value the opportunity as a means to an end to achieve personal goals when those same men didn’t express a desire to use their wealth, influence, and networks to partner with Black colleges before scratching the coaching itch.
Tyreek Hill, the star Miami Dolphins wide receiver, joked on social media that he should apply for an HBCU job because he perceived the requirement low to be considered.
Have my HBCU coaching gig ready
— Ty Hill (@cheetah) December 27, 2024
However, for every Cris Dishman, Vick, Sanders, George, and Jackson, there are successful HBCU-bred coaches such as Tremaine Jackson at Prairie View, T.C. Taylor at Jackson State, Trei Oliver at North Carolina Central, and Chennis Berry at South Carolina State who work their way up through the Black college ranks.
There is more than one way to win in college football, and there is room for everyone. Schools will explore different strategies and people to achieve this.
The recent high-profile hirings of head football coaches at Historically Black Colleges and Universities (HBCUs) have sparked a lot of discussion and debate in the sports world. These hires have brought together the intersection of merit and star power, as these coaches bring both impressive resumes and name recognition to their new positions.One of the most talked-about hires was Deion Sanders being named the head coach at Jackson State University. Sanders, a former NFL star and Hall of Famer, brings a wealth of football knowledge and experience to the program. His star power has already brought increased attention and excitement to Jackson State’s football program, with many fans eager to see what he can do with the team.
Another notable hire was Eddie George being named the head coach at Tennessee State University. Like Sanders, George is a former NFL star and brings a strong football background to his new role. His star power has also generated buzz around Tennessee State’s program, with many curious to see how he will fare as a head coach.
These hires have brought attention to the talents and potential of HBCU football programs, showcasing the caliber of coaches that these schools are able to attract. It also highlights the importance of diversity and inclusion in the coaching ranks, as these hires provide opportunities for Black coaches to lead and succeed at the highest levels of college football.
Overall, the reaction to these high-profile HBCU football hires has been largely positive, with many excited to see how these coaches will impact their respective programs. It will be interesting to see how their merit and star power intersect to drive success on and off the field.
Tags:
HBCU football hires, high-profile coaches, merit-based hiring, star power in college football, reactions to HBCU coaching changes
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