This is the fourth in a series of AI-generated analyses of the right-wing manifesto “Project 2025: Mandate for Leadership, the Conservative Promise.“

Project 2025’s chapter 3, Managing the Bureaucracy, proposes a sweeping overhaul of the federal civil service system. While couched in terms of improving efficiency, the plan would significantly strengthen the President’s control over the bureaucracy, raising concerns about politicization and the fate of federal employee unions.

The chapter highlights perceived shortcomings in the current system, particularly the lengthy appeals process and limitations on firing underperforming employees. These, it argues, impede effective management and prevent the President from enacting his agenda. Proposed reforms include streamlining appeals and granting political appointees greater control over performance appraisals. This would undoubtedly strengthen the President’s hand. He could swiftly remove problematic staff and ensure appointees loyal to his vision fill key positions. Supporters argue this translates to a more responsive and efficient bureaucracy, one that implements the President’s policies swiftly and effectively.

Critics, however, see a different picture. They fear politicization of the civil service, with appointments and performance reviews based on loyalty rather than merit. A President could strategically place political allies throughout the bureaucracy, potentially creating a system less interested in serving the public good and more focused on advancing the President’s agenda. Furthermore, a more punitive performance management system could lead to decreased employee morale and a flight of talent, ultimately hindering efficiency.

The Union Question: Bargaining Power on the Chopping Block?

The proposed reforms have a potentially devastating impact on federal employee unions. Their core function – protecting members from unfair treatment – is directly challenged by streamlined appeals processes and easier terminations. Unions would have less leverage to advocate for their members in disciplinary actions.

The chapter’s emphasis on performance-based pay adds another layer of concern. Shifting responsibility for performance appraisals to political appointees raises the specter of politicized evaluations. Union membership could become a factor, weakening protection against politically motivated performance critiques. Furthermore, prioritizing performance over seniority in layoffs weakens another key union bulwark – protection for long-term employees. Experienced workers with strong union ties could be more vulnerable to job cuts.

Beyond the Bureaucracy: A Broader Power Shift?

The impact extends beyond the civil service. The chapter suggests limitations on the Federal Labor Relations Authority’s (FLRA) authority to hear appeals. The FLRA plays a vital role in resolving disputes between federal agencies and unions. Weakening its authority would significantly limit unions’ ability to enforce collective bargaining agreements and protect their members’ rights.

Another proposal seeks to consolidate several agencies with overlapping functions, including the Equal Employment Opportunity Commission (EEOC) and the Merit Systems Protection Board (MSPB). These agencies handle complaints of discrimination and wrongful termination, respectively. Merging them could create a less efficient and responsive system for addressing employee grievances, further undermining unions’ ability to represent their members effectively.

A Balancing Act: Efficiency vs. Representation

While Project 2025’s focus is on efficiency, the potential consequences for unions are significant. Weakened union protections and a more punitive performance management system could disincentivize employees from joining unions, leading to decreased membership. Reduced bargaining power at the negotiating table, along with a potentially more hostile work environment, could further weaken unions’ role in representing employee interests. Unions might be forced to dedicate more resources to defending members from termination and less on advocating for better wages and benefits.

However, the impact might not be uniform across all unions. Larger, more established unions with strong political connections might be better positioned to adapt. Smaller unions representing specific agencies or professions could face a more significant threat.

Conclusion: A Double-Edged Sword

Project 2025’s proposals offer a double-edged sword. Strengthening the President’s control over the bureaucracy could improve efficiency and responsiveness. However, this comes at the potential cost of politicization and a significant weakening of federal employee unions. A balanced approach is crucial. Improving efficiency should not come at the expense of employee morale, fair treatment, and a healthy system of checks and balances within the federal government. Ultimately, the long-term impact on government effectiveness and employee well-being depends on how these reforms are implemented and the safeguards put in place to ensure a meritocratic and fair system.

Scary Quote

Frustrated with [the] activities by top career executives, the Trump Administration issued Executive Order 1395724 to make career professionals in positions that are not normally subject to change … an exception to the competitive hiring rules. It ordered the Director of OPM and agency heads to set procedures to prepare lists of such confidential, policy-determining, policymaking, or policy-advocating positions and prepare procedures to create exceptions from civil service rules when careerists hold such positions …. The order was subsequently reversed by President Biden at the demand of the civil service associations and unions. It should be reinstated … ” (My interpretation: Thousands of civil servants should be replaced by the President’s political appointees.)

About the Authors

Donald Devine was known as “Reagan’s Terrible Swift Sword of the Civil Service.” Paul Dans held several positions in the Trump administration and is now director of the 2025 Presidential Transition Project at the Heritage Foundation. Dennis Dean Kirk was nominated by Trump to be chairman of the Merit Systems Protection Board. But again, Trump knows nothing about the people behind Project 2025.

Read the Entire Document Here (If You Dare)

2025_MandateForLeadership_FULL.pdf