In a move that has raised eyebrows across federal agencies, the Trump administration has implemented a rigid new reporting requirement for government employees, mandating that they submit a weekly summary of their accomplishments. This initiative, spearheaded by the Office of Personnel Management (OPM), is being framed as an effort to enhance accountability but has been met with widespread confusion and resistance among the more than two million-strong federal workforce.
A New Weekly Mandate: Bureaucratic Efficiency or Control Tactic?
The OPM’s latest directive, titled “What Did You Do Last Week? Part II,” reiterates the demand for federal employees to compile and submit approximately five bullet points detailing their key achievements from the prior week. Employees were given a strict deadline of Monday at midnight to comply, signaling that this will become a recurring expectation.
The initial email directive was paired with a controversial warning from Elon Musk, who leads the newly formed Department of Government Efficiency (DOGE) under President Donald Trump. Musk made it clear that failure to respond would be interpreted as a resignation, creating an atmosphere of uncertainty and fear among government workers. In response, various agency leaders initially provided conflicting guidance—some advising employees to comply, while others encouraged them to ignore the directive and adhere to their agency’s internal reporting structures.
Agencies Adjust to the New Normal
After an initial period of chaos, some agencies have started aligning with the OPM’s directive. The Department of Homeland Security (DHS), which had initially told employees to pause any reporting action, has now embraced the mandate, calling it part of their broader accountability efforts. A follow-up email from DHS leadership stated that they were “implementing a structured process to submit a brief summary of key accomplishments.”
The sudden policy shift has left many employees frustrated, particularly given the time-consuming nature of these reports. At U.S. Customs and Border Protection (CBP), acting commissioner Chris Magnus issued a two-page memo addressing concerns and outlining expectations, including clarifications on how to report activities if an employee was on leave or engaged in repetitive tasks. The memo also emphasized that employees should seek guidance from supervisors if they were unsure about what to include in their reports.
Mixed Reactions Across Federal Agencies
While some departments have fallen in line, others remain resistant. The Department of Energy (DOE), under Secretary Chris Wright, initially told employees they were not required to comply with the OPM’s demand. However, by the second week, DOE leadership shifted its stance, instructing employees to submit their reports, further amplifying confusion and frustration.
Contrastingly, agencies such as the State Department and NASA have firmly rejected the mandate, telling their employees not to respond to the OPM’s request. This defiance suggests ongoing tensions between agency leadership and the Trump administration’s aggressive efforts to exert control over the federal workforce.
A Strategy to Shrink the Federal Workforce?
Critics argue that this new requirement is part of a broader Trump administration strategy to reduce the size of the federal government by fostering a hostile work environment. The White House has previously taken unilateral steps to shut down agencies, terminate probationary employees, and push out seasoned workers through legally ambiguous “deferred resignation” policies.
Further complicating matters, the administration’s stance on enforcement has been inconsistent. Initially, OPM suggested that responding to the weekly reporting directive was voluntary. However, President Trump himself contradicted this guidance, stating publicly that failure to respond could lead to dismissal.
“And then, if you don’t answer, like, you’re sort of semi-fired or you’re fired, because a lot of people aren’t answering because they don’t even exist,” Trump remarked during a recent press briefing.
Looking Ahead: Uncertainty and Resistance
As federal employees navigate these turbulent changes, the broader implications remain uncertain. Will agencies that have resisted continue to hold the line, or will they ultimately succumb to administrative pressure? Will employees, frustrated by bureaucratic micromanagement, choose to leave the workforce rather than comply with what many see as an unnecessary burden?
For now, the cat-and-mouse game between federal agencies, employees, and the Trump administration continues. While the stated goal is increased accountability, the practical impact may be a significant shake-up of the federal workforce, with lasting consequences for government efficiency and morale.
