This page is a compilation of guidance from the various echelons intended to be used as a reference library. Additional documents will be added as they are published. It must be noted it is the users responsibility to ensure they are reviewing and complying with the most applicable guidance. Have a question? Check out our 305th FAQ page.
Executive Orders
Office of Personnel Management
The U.S. Office of Personnel Management (OPM) is providing guidance to agencies regarding critical potential personnel actions. Specifically, this memorandum deals with 1) probationary periods, and 2) administrative leave and details. Original document published on 20 Jan 2025 has been revised to add the text: “Please note that, by this memorandum, OPM is not directing agencies to take any specific performance-based actions regarding probationary employees. Agencies have ultimate decision-making authority over, and responsibility for, such personnel actions.”
The deferred resignation offer has generated considerable scrutiny and numerous questions from interested employees. The program has also been subject to various legal critiques. This memorandum explains why concerns regarding the program’s legality are misplaced and offers clarifying guidance on certain aspects of the plan.
The Office of Personnel Management (OPM) sent an email notice, subject Fork in the
Road, to all federal employees on 28 January 2025. The email announced four pillars of
reform for the federal workforce and offered a voluntary resignation option for federal
employees who choose not to continue employment in their current role utilizing a
deferred resignation program. The deferred resignation program begins effective January
28, 2025, and is available to all federal employees – including DoD civilians – until
February 6, 2025.
Pursuant to its authority under 5 U.S.C. § 1103(a)(1) and (a)(5), the U.S. Office of Personnel Management (“OPM”) is providing guidance to agencies regarding OPM’s government-wide deferred resignation program. This program provides employees with an option to submit a deferred resignation letter with resignation effective on September 30, 2025. Deferred resignation exempts those employees who choose it from return-to-office requirements.
OPM is issuing this guidance under the Telework Enhancement Act of 2010, which requires agencies to consult with OPM in developing telework policies and tasks OPM with providing policy and policy guidance, as well assisting agencies with establishing teleworking goals. This guidance also implements OPM Director’s statutory duties to “secur[e] accuracy, uniformity, and justice in the functions of the Office” and “execut[e], administer[], and enforc[e] . . .the civil service rules and regulations of the President and the Office and the laws governing the civil service.”
This memorandum provides additional guidance regarding the freeze on the hiring of federal civilian employees as directed by the President on January 20, 2025, via Presidential Memorandum (PM) entitled “Hiring Freeze.” This guidance clarifies immediate actions to be taken by Heads of executive departments and agencies to implement the PM and provides information on the types of exemptions authorized under this hiring freeze as well as instructions on how departments and agencies can request exemptions from the Office of Personnel Management (OPM) for critical situations where additional exemptions may be warranted.
Office of Management and Budget
President Trump required that “Agency Heads shall promptly undertake preparations to initiate large-scale reductions in force (RIFs), consistent with applicable law.” President Trump also directed that, no later than March 13, 2025, agencies develop Agency Reorganization Plans.
The U.S. Office of Management and Budget (“OMB”) and the U.S. Office of Personnel Management (“OPM”) now submit guidance on these Agency RIF and Reorganization Plans (“ARRP”), along with the instruction that such plans be submitted to OMB and OPM.
DoD
When Secretary of Defense Pete Hegseth arrived at the Pentagon in January 2025, he stated that improving lethality, warfighting, and readiness are the main lines of effort he will pursue while in office. He stressed that the President gave us a clear mission: achieve Peace through Strength. The Secretary outlined in his message to the force that DoD will do this in three ways: restoring the warrior ethos, rebuilding our military, and reestablishing deterrence.
All DoD civilian employees must submit five bullet points detailing their previous week’s
achievements to their immediate supervisor NLT 1200pm EDT each Tuesday until instructed
otherwise.
Effective immediately, the use ofall Government-issued travel charge cards by DoD civilian employees is suspended for all travel that is not exempted. DoD civilian employees must cancel all future non-exempted official travel reservations, and those currently on nonexempted travel must return to their respective permanent duty stations as soon as feasible.
It is departmental policy that medical, surgical, and mental health constraints on individuals who meet the following criteria are incompatible with military service.
Effective immediately, the use of government-issued GPCs by DoD civilian employees is
suspended. The use of government-issued GPC accounts to fund activities initiated on or before
February 26, 2025, will cease as soon as feasible within the bounds of law.
Clarification for Military Spouses working remotely.
Establishment of clear guidelines surrounding situational telework to ensure seamless return to in-person work.
Supplemental Policy Guidance and establishes a reporting mechanism to ensure DoD compliance.
Effective immediately and for the duration of this freeze, no vacant civilian position may
be filled, and no new civilian positions may be created, unless approved by me. It is my
expectation that there will be no onboarding starting with the pay period beginning Sunday,
March 2, 2025, unless I approve an exemption to do so. I will consider exemptions for positions
essential to immigration enforcement, national security, and public safety, and positions which
support such functions.
The Department of Defense initially paused this directive over the weekend but now requires all DoD civilian employees to submit five bullets on their previous week’s achievements.
You will receive an email on Monday, March 3, 2025; reply to that email and cc your supervisor within 48 hours.
Submissions must exclude classified or sensitive information and will be incorporated into weekly situation reports by supervisors. Non-compliance may lead to further review.
The Department of Defense received requests for the Deferred Resignation Program in two phases due to the U.S. District Court’s initial extension of the DRP deadline from February 6 to February 10, 2025, and subsequent extension until 7:30 pm ET on February 12, 2025. The Department received approximately 31, 987 “raw” DRP applications. This includes the 27, 525 prior to the initial cutoff and an additional 4,462 applications following the initial cutoff.
Effective immediately, all new accessions for individuals with a history of gender dysphoria are paused, and all unscheduled, scheduled, or planned medical procedures associated with affirming or facilitating a gender transition for Service members are paused.
OPEN
As the President stated in Executive Order 14182, “Enforcing the Hyde Amendment,” January 24, 2025, United States law has long prohibited Federal funding of elective abortions. It is the policy ofthe Department of Defense that taxpayer dollars shall not be used to fund, promote, or reimburse Service members or dependents for elective abortion-related travel expenses.
The EO directs the Federal Government to take steps to defend women from the harmful effects ofgender ideology. In accordance with this directive, the Department of Defense will take prompt action to ensure that all programs and activities align with these principles.
In-person collaboration is key to building camaraderie and mission execution. Every team works best when it can communicate and work together in real time.
On January 20, 2025, the President issued a Presidential Memorandum (PM), “Return to In-Person Work,” a copy of which is attached, and the Office of Personnel Management (OPM) has issued implementing guidance through a memorandum on January 22, 2025, and through its Chief Human Capital Officers Council on January 24, 2025. The Department of Defense intends to fully comply with the PM within the next 30 days.
Effective immediately, regular telework and remote work arrangements are not permitted unless necessary to comply with applicable laws and collective bargaining agreements in effect on January 22, 2025, or where the Agency head has certified in writing that a compelling reason exists to permit the arrangement.
HAF
On 26 February 2025, the Office of the Under Secretary of Defense for Personnel & Readiness
directed those individuals with a current diagnosis or history of, or exhibiting symptoms
consistent with, gender dysphoria to no longer be eligible for military service. All Service
members affected by this direction are encouraged to elect for voluntary separation or
retirement (if eligible) by 26 March 2025.
Effective immediately, and in addition to civilian travel authorized by the OUSD
(P&R) Memorandum (travel in support of military operations and PCS) the listed categories
of travel are deemed mission-critical (exempt) for DAF civilian employees
On or about 7 March 2025, Department of the Air Force (DAF) civilian employees will receive an email from the Department of Defense (DoD) (email address ending in @mail.mil) requesting submission of five bullets on their previous week’s achievements. Submissions will be required on a weekly basis. DAF civilian employees are directed to reply to the email, copying their supervisor, NLT 1200pm EDT each Tuesday until instructed otherwise. The bullets should focus on achievements that support DoD priorities.
Guidance from AFDW/FM:
For upcoming TDYs, until we can issue specific guidance, please include the provided
statement in the justification section of the order:
The purpose of this guidance is to provide general DRP information and streamline the offboarding process for DRP participants. This information is not all-inclusive, and consideration should be made to established local command/organization/unit processes and/or guidance.
UPDATE: For widest dissemination of the Department of Air Force (DAF) Deferred Resignation Program (DRP) Offboarding Guide to facilitate execution of the Office of Personnel Management (OPM) Deferred Resignation Program.
The Department of the Air Force (DAF) is presently awaiting Guidance from the Office of the Secretary of Defense (OSD) on the interpretation, applicability and implementation of the Executive Order, Implementing the President’s “Department of Government Efficiency” Cost Efficiency Initiative. This memo provides interim DAF guidance for military members and civilian employees who are presently on TDY, or traveling on PCS orders, or are scheduled to begin such travel soon.
The purpose of this guidance is to provide general DRP information and streamline the offboarding process for DRP participants. This information is not all-inclusive, and consideration should be made to established local command/organization/unit processes and/or guidance.
Effective immediately, all Department of the Air Force (DAF) organizations (including the Headquarters, MAJCOMs, FLDCOMs, FOAs, and DRUs) shall cease onboarding new employees and rescind all tentative and final job offers. For the duration of the hiring freeze DAF organizations may not fill vacant civilian positions or create new civilian positions.
On 3 March 2025, Department of the Air Force (DAF) civilian employees will receive an email from the Department of Defense (DoD) (@mail.mil domain) requesting submission of five bullets on their previous week’s achievements.
DAF civilian employees are directed to reply to the email, copying their supervisor, within 48 hours of the date/time stamp of the e-mail. The bullets should focus on achievements that support DoD priorities.
On 26 February 2025, the Office of the Under Secretary of Defense Personnel & Readiness (USD P&R) (reference (c)) directed that the medical, surgical and mental health constraints on individuals who have a current diagnosis or history of, or exhibit symptoms consistent with, gender dysphoria are incompatible with the high mental and physical standards necessary for military service. Policy and procedures will be updated as necessary to reflect this new guidance as soon as possible.
DAF’s request for exemptions is based from Deferred Resignation Program data received as of 12 February 2025. DAF proposes to approve the vast majority of applications, and DAF proposes to target retention of key personnel in mission critical functions and occupations supporting national security and life and safety missions where there is a high demand to compete for the skills and personnel required to maintain lethal and ready flighting force and manning levels are lagging, including:
o Civilian flight instructors (aircraft and simulators)
o DAF Force Renewal Program – cyber positions
o Non-appropriated fund, Working Capital Fund, and Foreign Military Sales personnel
OPM has clarified that a non-response to its email request will not be considered a resignation. Some of you may already have provided input to OPM, and this is acceptable. For those who have not, you are directed to hold further input pending additional guidance from DoD and DAF as to how we will meet the OPM request for additional information.
I am directing Offices of Primary Responsibility to identify and review all DAFPDs, DAFIs, DAFMANs, HAFMDs, HOIs, and other DAF, Air Force, and Space Force directive guidance, and non-directive guidance (e.g., pamphlets, guides, charters, SOPs, brochures, checklists) to ensure compliance.
In compliance with references (a)-(c), I am directing Offices of Primary Responsibility to discontinue all Department of the Air Force (DAF) diversity, equity, and inclusion awards for individuals, teams, and units, including but not limited to Diversity and Inclusion Innovation Awards and any awards directly recognizing accomplishments advancing diversity, equity, inclusion, or gender ideology.
The Department of the Air Force routinely uses Family Days to recognize our teams’ contributions to the mission and their families’ enduring support of our efforts. This memo reviews the intent and implementation of Family Days and indicates that DAF will be reviewing the program over the next few weeks.
the Acting Secretary of Defense terminated authority for employees to continue regular telework and remote work arrangements, unless necessary to comply with applicable laws and collective bargaining agreements, or where the agency head has certified in writing that a compelling reason exists to permit the arrangement.
In compliance with References (a) and (b) and subsequent to the 27 January 2025 SAF/AM action replacing current DAFH33-337 Tongue and Quill with AFH33-337 Tongue and Quill (2015 version) this memorandum directs all MAJCOMS, FLDCOMs, FOAs, and DRUs to execute the following actions immediately.
Department of Defense return to in-person work implementation guidance (reference (a)) delegates authority to the Secretary of the Air Force to grant exemptions upon determination that there is a shortfall in suitable office space at the worksite or a final worksite has yet to be determined (e.g., basing decision). This memorandum promulgates Acting Secretary of the Air Force guidance, using this exemption.
Pursuant to references (a) through (e), the Department of Defense revised its telework and remote work policy to require all eligible employees to work in-person at their respective agency’s worksite during their regular tour of duty (reference (c)). Accordingly, reference (g) is hereby rescinded until updated Department of Air Force telework policy and guidance are revised per the new DoD policy.
In a matter of clarity on the subject Executive Orders and SAF/MR Memorandum, this memorandum reaffirms the Department of the Air Force’s (DAF) commitment to equal opportunity and nondiscrimination.
Pursuant to subject Presidential Memorandum above, para. 3.b., in the Office of Personnel Management (OPM) memorandum provides a mandatory exemption from “Positions related to immigration enforcement, national security, or public safety.”
In compliance with the subject Executive Orders, this memorandum directs all MAJCOMs, FLDCOMs, FOAs, and DRUs to execute the listed actions no later than 1700 L 23 January 2025:
This memorandum and its attachments provide additional guidance for civilian employees and service members at all levels concerning optimizing the use of telework and remote work, consistent with DoDI1035.01_DAFI 36-816. It provides necessary clarification and expands the Department’s use of telework and remote work based on current lessons learned, pending a comprehensive review of the Department of the Air Force (DAF) Telework Program.
AMC
Department of Air Force proposes to target retention of Department of Air Force key personnel and positions based on mission critical functions and occupations or are funded by sources other than direct appropriations (e.g., non-appropriated fund, Research Technology Development & Engineering, Foreign Military Sale, working capital fund, reimbursable or industrial funded, etc.).
Air Mobility Command Telework Policy, dated 21 March 2024, is hereby rescinded. Air Mobility Command will adhere to the current guidance in references (a) through (e) until updated Department of Air Force telework policy and guidance are revised per the new DoD policy.
AMC Commander declared family days for 2025.
This document applies to AMC Staff as well as AMC subordinate units and provides clarifying guidance and information for civilian employees, Service Members, supervisors, commanders, and other management officials concerning the use of telework and remote work for Air Mobility Command. This document has been rescinded. It is here only for reference.
Local
The purpose is to provide the information and indicators that are considered critical with applicable protection measures to all wing personnel. It is important to understand that information derived from this CIIL is CUI and must be protected from inadvertent disclosure. Refer to this list as bullets are developed in response to the OPM and DOD “What You Did…” requests.
The 305 AMW AIM program is hereby suspended until updated AIM wing program guidance is received.
Template memo to employees to formally notify of the return to work policy.
Local agreement between AFGE 1778 and JB MDL