Continuing the momentum toward a leaner federal system, the Department of Government Efficiency (DOGE) has focused on practical refinements over the past three days, ending outdated contracts and introducing thoughtful hiring guidelines through a new executive order. These steps highlight opportunities for better resource use while supporting essential services—much like optimizing a well-tested codebase for reliability and focus.
Reviewing Recent Savings: $240M Redirected to Core Priorities
In its October 18 update, DOGE noted that agencies ended 150 non-essential contracts over four days, removing a $3.2B potential spend and freeing up $240M for higher-value needs. Examples illustrate areas ripe for refinement:
- A $67k USAGM agreement for a “makeup artist”—a role better suited to private funding in media activities.
- A $107k Dept. of War arrangement for a “group fitness instructor”—resources that could bolster direct mission support.
- A $5.2M HHS commitment for “professional support services in South Africa”—broad terms without clear ties to immediate U.S. outcomes.
- A $276k USAGM broadcast for the “Armenian radio program”—a specialized effort worth reevaluating for broader impact.
These adjustments reflect a careful review process, ensuring funds flow to infrastructure, innovation, and security—delivering real benefits without excess.
Unpacking the October 15 Executive Order: A Framework for Balanced Staffing
Shared via DOGE on October 17, President Trump’s October 15 order builds on eight months of workforce adjustments, emphasizing strategic growth in key areas like national security and public safety. For a clear overview:
- Guiding Rule: Vacant roles stay open, and new ones require approval unless exempted by law—across all agencies, regardless of funding.
- Merit Alignment: All hires follow the May 2025 Merit Hiring Plan, prioritizing skills and fairness.
- Review Mechanisms:
- Strategic Hiring Committees: Agency leaders assemble small teams (including deputies and chiefs of staff) to assess each need, reporting to OPM.
- Annual Staffing Plans: Developed with OPM and OMB within 60 days; focus on efficiency, reducing overlaps, and accountability. Quarterly reports track alignment.
- Built-in Flexibility: Exempts the Executive Office, appointees, military, safety roles, and head-approved hires. OPM handles further waivers; protects benefits like Social Security and veterans’ care.
- Guardrails: No workarounds via external hires; allows shifts to urgent priorities.
- Next Steps: OMB and OPM deliver a 180-day implementation review to the President.
This approach fosters a workforce tuned to public needs, akin to modular design in engineering—scalable, maintainable, and purpose-built.
Measuring Forward: Gains in Focus and Flow
These efforts yield clear progress: $240M preserved from contracts, alongside hiring policies that sustain a 4:1 efficiency ratio in staff transitions. It’s methodical refinement—identifying low-yield elements, reallocating thoughtfully, and enhancing overall performance.
In closing, DOGE’s mid-October updates demonstrate a humane, precise path to better government: reallocating wisely, staffing smartly, and serving effectively. As refinements continue, the results will support a more responsive system for all.
LONGFORM POST:
DOGE’s Steady Progress: Efficient Savings and Smarter Hiring in Mid-October
Continuing the momentum toward a leaner federal system, the Department of Government Efficiency (DOGE) has focused on practical refinements over the past three days, ending outdated contracts and introducing thoughtful hiring guidelines through a new executive order. These steps highlight opportunities for better resource use while supporting essential services—much like optimizing a well-tested codebase for reliability and focus.
Reviewing Recent Savings: $240M Redirected to Core Priorities
In its October 18 update, DOGE noted that agencies ended 150 non-essential contracts over four days, removing a $3.2B potential spend and freeing up $240M for higher-value needs. Examples illustrate areas ripe for refinement:
- A $67k USAGM agreement for a “makeup artist”—a role better suited to private funding in media activities.
- A $107k Dept. of War arrangement for a “group fitness instructor”—resources that could bolster direct mission support.
- A $5.2M HHS commitment for “professional support services in South Africa”—broad terms without clear ties to immediate U.S. outcomes.
- A $276k USAGM broadcast for the “Armenian radio program”—a specialized effort worth reevaluating for broader impact.
These adjustments reflect a careful review process, ensuring funds flow to infrastructure, innovation, and security—delivering real benefits without excess.
Unpacking the October 15 Executive Order: A Framework for Balanced Staffing
Shared via DOGE on October 17, President Trump’s October 15 order builds on eight months of workforce adjustments, emphasizing strategic growth in key areas like national security and public safety. For a clear overview:
- Guiding Rule: Vacant roles stay open, and new ones require approval unless exempted by law—across all agencies, regardless of funding.
- Merit Alignment: All hires follow the May 2025 Merit Hiring Plan, prioritizing skills and fairness.
- Review Mechanisms:
- Strategic Hiring Committees: Agency leaders assemble small teams (including deputies and chiefs of staff) to assess each need, reporting to OPM.
- Annual Staffing Plans: Developed with OPM and OMB within 60 days; focus on efficiency, reducing overlaps, and accountability. Quarterly reports track alignment.
- Built-in Flexibility: Exempts the Executive Office, appointees, military, safety roles, and head-approved hires. OPM handles further waivers; protects benefits like Social Security and veterans’ care.
- Guardrails: No workarounds via external hires; allows shifts to urgent priorities.
- Next Steps: OMB and OPM deliver a 180-day implementation review to the President.
This approach fosters a workforce tuned to public needs, akin to modular design in engineering—scalable, maintainable, and purpose-built.
Measuring Forward: Gains in Focus and Flow
These efforts yield clear progress: $240M preserved from contracts, alongside hiring policies that sustain a 4:1 efficiency ratio in staff transitions. It’s methodical refinement—identifying low-yield elements, reallocating thoughtfully, and enhancing overall performance.
In closing, DOGE’s mid-October updates demonstrate a humane, precise path to better government: reallocating wisely, staffing smartly, and serving effectively. As refinements continue, the results will support a more responsive system for all.





