On May 29, 2025, the White House released a sweeping new Merit Hiring Plan that dramatically reshapes how the federal government recruits, assesses, and selects employees. The plan claims to restore efficiency and merit in public service, but critics say it introduces political loyalty tests and raises serious legal questions.
Here’s what you need to know about the new requirements and why this shift is causing concern across the legal and public policy worlds.
What Is the Merit Hiring Plan?
The Merit Hiring Plan was developed in response to Executive Order 14170, issued by President Trump in January 2025. The goal of the order is to refocus federal hiring on merit, skill, and a commitment to the Constitution. The plan outlines a series of mandates that all federal agencies must follow when hiring, including:
- Eliminating the use of diversity, equity, and inclusion (DEI) programs in hiring
- Ending all race, sex, or religion-based preferences
- Implementing skills-based hiring through assessments and technical evaluations
- Reducing time to hire across the government to under 80 days
But one of the most talked-about changes is a new emphasis on “patriotism” in hiring decisions.
What Does ‘Patriotism’ Mean in This Context?
The word “patriotic” appears repeatedly in the plan and is used to describe the type of person the federal government now wants to hire. For example, the plan calls for agencies to recruit:
“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.”
This phrase is used as a benchmark across multiple areas of the hiring process, including early career recruitment, STEM hiring, and veterans’ programs. Job seekers from state schools, religious colleges, trade schools, and even homeschool communities are now explicitly prioritized.
In effect, the plan frames federal employment not just as a job, but as a role reserved for those who align with specific national values.
The New Essay Questions for Applicants
Perhaps the most controversial element of the plan is the requirement that all applicants for GS-05 roles or higher must respond to four essay questions as part of their application. These include:
- How has your commitment to the Constitution and the founding principles of the United States inspired you to pursue this role?
- How would you help advance the President’s Executive Orders and policy priorities in this role?
- How would you use your skills to improve government efficiency?
- How has a strong work ethic contributed to your success?
Applicants are required to write these answers in their own words without using consultants or artificial intelligence. Each response must be under 200 words.
Is This a Loyalty Test?
While the plan does not explicitly call these essays “loyalty tests,” many legal experts see them as a form of ideological screening. For example, asking an applicant to describe how they would support the President’s Executive Orders could make it difficult for someone who disagrees with current federal policies to apply in good faith.
There are long-standing legal concerns around requiring political alignment as a condition of public employment. In past Supreme Court cases, the government has been warned against using political loyalty as a job requirement, especially for non-political roles.
Potential Legal Risks
From a legal standpoint, this raises serious questions. Can the government require ideological agreement to determine whether someone is fit for public service? Does screening for “patriotism” infringe on free speech or equal opportunity principles?
Critics argue that this kind of screening could discourage applicants from diverse backgrounds, including immigrants, progressives, and others who may interpret “patriotism” differently.
Agencies are also directed to stop collecting demographic data and to dismantle any programs that measure representation based on race, sex, or national origin. These requirements will likely result in legal challenges from civil rights groups and may be contested in court.
What This Means for Job Seekers and Advocates
If you are applying for a federal position in 2025 or beyond, expect to see these changes built into the application process:
- A heavier focus on values and personal alignment with federal priorities
- Fewer traditional resume evaluations and more structured interviews and assessments
- A shift away from DEI and toward ideological fit
For advocates, attorneys, and civil servants, this shift calls for close attention. While the plan positions itself as pro-efficiency and pro-Constitution, its deeper impact may be to limit who feels welcome to serve in government.
Final Thoughts
The 2025 Merit Hiring Plan is more than a human resources update. It is a political and cultural shift in how the federal government defines public service.
Whether you see it as a return to core American values or a step toward political loyalty tests, one thing is clear: federal hiring is no longer just about qualifications. It is now about what you believe.
