Commission to Relocate the Federal Bureaucracy Act

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Bill ID: 119/hr/202
Last Updated: May 14, 2025

Sponsored by

Rep. Tenney, Claudia [R-NY-24]

ID: T000478

Bill's Journey to Becoming a Law

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Referred to the House Committee on Oversight and Government Reform.

January 3, 2025

Introduced

Committee Review

📍 Current Status

Next: The bill moves to the floor for full chamber debate and voting.

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Floor Action

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Passed House

🏛️

Senate Review

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Passed Congress

🖊️

Presidential Action

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Became Law

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2. Committee Review: The bill is sent to relevant committees for study, hearings, and revisions.

3. Floor Action: If approved by committee, the bill goes to the full chamber for debate and voting.

4. Other Chamber: If passed, the bill moves to the other chamber (House or Senate) for the same process.

5. Conference: If both chambers pass different versions, a conference committee reconciles the differences.

6. Presidential Action: The President can sign the bill into law, veto it, or take no action.

7. Became Law: If signed (or if Congress overrides a veto), the bill becomes law!

Bill Summary

Another brilliant idea from the geniuses in Congress. Because what this country really needs is a commission to study relocating federal agencies outside of Washington D.C. I mean, it's not like we have more pressing issues to address.

**Main Purpose & Objectives:** The Commission to Relocate the Federal Bureaucracy Act (HR 202) aims to establish a commission to study the relocation of certain federal agencies from the Washington D.C. metropolitan area to other parts of the country. The main objective is to determine whether relocating these agencies would be financially efficient, feasible, and beneficial for the government and local communities.

**Key Provisions & Changes to Existing Law:** The bill establishes a commission composed of 16 members, including various cabinet secretaries, agency heads, and other officials. The commission will study the relocation of "covered agencies" (i.e., non-security-related agencies) and submit a report to Congress within one year. The report must consider factors such as financial efficiency, infrastructure availability, industry partnerships, and telework participation.

**Affected Parties & Stakeholders:** The affected parties include federal agency employees, local communities in the Washington D.C. metropolitan area, and potential host cities for relocated agencies. Stakeholders also include taxpayers, who will foot the bill for this commission's study and any subsequent relocation efforts.

**Potential Impact & Implications:** This bill is a classic example of bureaucratic navel-gazing. The real purpose behind HR 202 is to create a new layer of bureaucracy, justify more government spending, and provide a convenient excuse for politicians to claim they're "doing something" about the inefficiencies in Washington D.C.

Let's be clear: this commission will likely recommend relocating agencies to areas with lower costs of living, which just so happen to coincide with the districts of sponsoring representatives. It's a thinly veiled attempt to bring pork-barrel projects and jobs to specific regions, all under the guise of "efficiency" and "cost savings."

The potential impact on federal employees will be significant, as they'll face uncertainty about their job security and potentially have to relocate their families. Local communities in the Washington D.C. area will also suffer from the loss of jobs and economic activity.

In conclusion, HR 202 is a prime example of legislative theater, designed to distract from real issues and justify more government waste. It's a symptom of a deeper disease: the chronic inability of politicians to prioritize meaningful reforms over self-serving grandstanding.

Related Topics

Civil Rights & Liberties Transportation & Infrastructure National Security & Intelligence Congressional Rules & Procedures Criminal Justice & Law Enforcement Small Business & Entrepreneurship State & Local Government Affairs Government Operations & Accountability Federal Budget & Appropriations
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đź’° Campaign Finance Network

Rep. Tenney, Claudia [R-NY-24]

Congress 119 • 2024 Election Cycle

Total Contributions
$211,508
23 donors
PACs
$65,908
Organizations
$7,000
Committees
$0
Individuals
$138,600
1
WINRED EARMARKS
4 transactions
$65,908
1
MORONGO BAND OF MISSION INDIANS
2 transactions
$3,000
2
SAN MANUEL BAND OF MISSION INDIANS
1 transaction
$2,000
3
SANTA YNEZ BAND OF MISSION INDIANS
1 transaction
$2,000

No committee contributions found

1
TEXTOR, DONALD
1 transaction
$13,200
2
DEGEORGE, JOSEPH R.
2 transactions
$13,200
3
WINE, SCOTT
1 transaction
$6,600
4
LEVY, EDWARD JR.
1 transaction
$6,600
5
KEMMERER, KAREN
1 transaction
$6,600
6
EISEN, JOSH
1 transaction
$6,600
7
WEINSTEIN, ADAM
1 transaction
$6,600
8
CHILDS, JOHN W.
1 transaction
$6,600
9
EMERSON, WILLIAM C.
1 transaction
$6,600
10
HUBBARD, KAREN
1 transaction
$6,600
11
HUBBARD, STANLEY S.
1 transaction
$6,600
12
KENT, WILLIAM B.
1 transaction
$6,600
13
KEMMERER, JOHN
1 transaction
$6,600
14
MCROSTIE, DAPHNE
1 transaction
$6,600
15
VANDERPOOL, WARREN
1 transaction
$6,600
16
SCHWARZMAN, CHRISTINE
1 transaction
$6,600
17
SCHWARZMAN, STEPHEN
1 transaction
$6,600
18
TEXTOR, ELAINE
1 transaction
$6,600
19
REYNOLDS, ED
1 transaction
$6,600

Donor Network - Rep. Tenney, Claudia [R-NY-24]

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Total contributions: $211,508

Top Donors - Rep. Tenney, Claudia [R-NY-24]

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Project 2025 Policy Matches

This bill shows semantic similarity to the following sections of the Project 2025 policy document. Higher similarity scores indicate stronger thematic connections.

Introduction

Moderate 60.4%
Pages: 536-538

— 504 — Mandate for Leadership: The Conservative Promise l Reverse HUD’s mission creep over nearly a century of program implementation dating from the Department’s New Deal forebears. HUD’s new political leadership team will need to reexamine the federal government’s role in housing markets across the nation and consider whether it is time for a “reform, reinvention, and renewal”1 that transfers Department functions to separate federal agencies, states, and localities. OVERVIEW HUD was created by the Housing and Urban Development Act of 19652 and since then has administered several programs that had been administered by the Housing and Home Finance Agency. With a proposed fiscal year (FY) budget authority totaling $71.9 billion and 8,326 full-time equivalent (FTE) employees,3 it remains the largest government agency charged with implementing federal housing policy. In addition to its headquarters in Washington, D.C., HUD has 10 regional offices as well as field offices and centers to implement specialized operational and enforcement responsibilities.4 HUD program offices also interface with various networks of implementing organizations such as locally chartered public housing agencies (PHAs) and federal, state, and local government and judicial bodies as well as such private industry participants as mortgage lenders. The Secretary of Housing and Urban Development can delegate authority to various entities across an array of HUD programs.5 The Secretary also oversees the Office of the Deputy Secretary;6 the Office of Hearings and Appeals (OHA);7 the Office of Small and Disadvantaged Business Utilization (OSDBU);8 and the Center for Faith-Based and Neighborhood Partnerships (CFBNP).9 The Office of the Secretary also comprises a team of politically appointed positions and career support staff. Each of the following offices should be headed by political appointees except where otherwise noted. l Office of Administration, headed by the Chief Administration Officer. The Office of Administration has responsibilities for the Office of the Chief Human Capital Officer (OCHO, headed by the Chief Human Capital Officer, currently a career position) and the Office of the Chief Procurement Officer (CPO, headed by the Chief Procurement Officer, currently a career position). l Office of the Chief Financial Officer, headed by the Chief Financial Officer. l Office of the Chief Information Officer, headed by the Chief Information Officer. — 505 — Department of Housing and Urban Development l Office of Public Affairs, headed by a Senate-confirmed Assistant Secretary (AS) or Principal Deputy Assistant Secretary (PDAS). l Office of Congressional and Intergovernmental Relations (CIR), headed by a Senate-confirmed AS or PDAS. l Office of Community Planning and Development (CPD), headed by a Senate-confirmed AS or Principal DAS. CPD administers various entitlement and non-entitlement programs across community development, disaster recovery, and housing for the homeless10 and individuals with special needs, including Housing Opportunities for Persons with AIDS (HOPWA). The two largest CPD-administered programs are the Community Development Block Grant (CDBG) Program,11 which includes disaster recovery funding, and the Home Investment Partnerships Program (HOME).12 CPD’s Relocation and Real Estate Division (RRED) has departmental delegated authority for the Uniform Relocation Assistance and Real Property Acquisition Policies Act of 1970.13 l Office of Public and Indian Housing (PIH), headed by a Senate- confirmed AS or PDAS. PIH administers public housing and tenant-based rental assistance programs, as well as authorities for Native American and Native Hawaiian housing assistance and loan guarantee programs under the Native American Housing Assistance and Self-Determination Act (NAHSDA).14 Tenant-Based Rental Assistance represents the major portion of HUD’s nonemergency discretionary budget. HUD describes its Housing Choice Voucher Program as “an essential component of the Federal housing safety net for people in need.”15 PIH also implements funding for the Self- Sufficiency Coordinator Program; the Public Housing Fund (operating and capital funds for PHA administration of Section 9 public housing and Section 8 voucher programs); and Choice Neighborhoods (zeroed out during the Trump Administration budget request but included in HUD’s FY 2023 budget, which requests $250 million for the program).16 l Office of Housing and Federal Housing Administration (FHA), headed by a dual-hatted, Senate-confirmed AS and Federal Housing Commissioner or Acting Federal Housing Commissioner. The Office of Housing oversees implementation of the department’s project-based rental assistance (PBRA) multifamily housing portfolio, Section 202 supportive housing for the elderly program, Section 811 program for disabled persons’ housing, and Housing Counseling Assistance program. The Federal Housing Administration administers the Mutual Mortgage Insurance

Introduction

Low 50.9%
Pages: 112-114

— 79 — Central Personnel Agencies: Managing the Bureaucracy What is needed at the beginning is a freeze on all top career-position hiring to prevent “burrowing-in” by outgoing political appointees. Moreover, four fac- tors determine the order in which employees are protected during layoffs: tenure, veterans’ preference, seniority, and performance in that order of importance. Despite several attempts in the House of Representatives during the Trump years to enact legislation that would modestly increase the weight given to performance over time-of-service, the fierce opposition by federal managers associations and unions representing long-serving but not necessarily well-performing constituents explains why the bills failed to advance. A determined President should insist that performance be first and be wary of costly types of reductions-in-force. Impenetrable Bureaucracy. The GAO has identified almost a hundred actions that the executive branch or Congress could take to improve efficiency and effec- tiveness across 37 areas that span a broad range of government missions and functions. It identified 33 actions to address mission fragmentation, overlap, and duplication in the 12 areas of defense, economic development, health, homeland security, and information technology. It also identified 59 other opportunities for executive agencies or Congress to reduce the cost of government operations or enhance revenue collection across 25 areas of government.20 A logical place to begin would be to identify and eliminate functions and pro- grams that are duplicated across Cabinet departments or spread across multiple agencies. Congress hoped to help this effort by passing the Government Perfor- mance and Results Act of 1993,21 which required all federal agencies to define their missions, establish goals and objectives, and measure and report their per- formance to Congress. Three decades of endless time-consuming reports later, the government continues to grow but with more paper and little change either in performance or in the number of levels between government and the people. The Brookings Institution’s Paul Light emphasizes the importance of the increasing number of levels between the top heads of departments and the people at the bottom who receive the products of government decision-making. He esti- mates that there are perhaps 50 or more levels of impenetrable bureaucracy and no way other than imperfect performance appraisals to communicate between them.22 The Trump Administration proposed some possible consolidations, but these were not received favorably in Congress, whose approval is necessary for most such proposals. The best solution is to cut functions and budgets and devolve respon- sibilities. That is a challenge primarily for Presidents, Congress, and the entire government, but the OPM still needs to lead the way governmentwide in managing personnel properly even in any future smaller government. Creating a Responsible Career Management Service. The people elect a President who is charged by Article 2, Section 3 of the Constitution23 with seeing that the laws are “faithfully executed” with his political appointees democratically linked to that legitimizing responsibility. An autonomous bureaucracy has neither

Introduction

Low 50.9%
Pages: 112-114

— 79 — Central Personnel Agencies: Managing the Bureaucracy What is needed at the beginning is a freeze on all top career-position hiring to prevent “burrowing-in” by outgoing political appointees. Moreover, four fac- tors determine the order in which employees are protected during layoffs: tenure, veterans’ preference, seniority, and performance in that order of importance. Despite several attempts in the House of Representatives during the Trump years to enact legislation that would modestly increase the weight given to performance over time-of-service, the fierce opposition by federal managers associations and unions representing long-serving but not necessarily well-performing constituents explains why the bills failed to advance. A determined President should insist that performance be first and be wary of costly types of reductions-in-force. Impenetrable Bureaucracy. The GAO has identified almost a hundred actions that the executive branch or Congress could take to improve efficiency and effec- tiveness across 37 areas that span a broad range of government missions and functions. It identified 33 actions to address mission fragmentation, overlap, and duplication in the 12 areas of defense, economic development, health, homeland security, and information technology. It also identified 59 other opportunities for executive agencies or Congress to reduce the cost of government operations or enhance revenue collection across 25 areas of government.20 A logical place to begin would be to identify and eliminate functions and pro- grams that are duplicated across Cabinet departments or spread across multiple agencies. Congress hoped to help this effort by passing the Government Perfor- mance and Results Act of 1993,21 which required all federal agencies to define their missions, establish goals and objectives, and measure and report their per- formance to Congress. Three decades of endless time-consuming reports later, the government continues to grow but with more paper and little change either in performance or in the number of levels between government and the people. The Brookings Institution’s Paul Light emphasizes the importance of the increasing number of levels between the top heads of departments and the people at the bottom who receive the products of government decision-making. He esti- mates that there are perhaps 50 or more levels of impenetrable bureaucracy and no way other than imperfect performance appraisals to communicate between them.22 The Trump Administration proposed some possible consolidations, but these were not received favorably in Congress, whose approval is necessary for most such proposals. The best solution is to cut functions and budgets and devolve respon- sibilities. That is a challenge primarily for Presidents, Congress, and the entire government, but the OPM still needs to lead the way governmentwide in managing personnel properly even in any future smaller government. Creating a Responsible Career Management Service. The people elect a President who is charged by Article 2, Section 3 of the Constitution23 with seeing that the laws are “faithfully executed” with his political appointees democratically linked to that legitimizing responsibility. An autonomous bureaucracy has neither — 80 — Mandate for Leadership: The Conservative Promise independent constitutional status nor separate moral legitimacy. Therefore, career civil servants by themselves should not lead major policy changes and reforms. The creation of the Senior Executive Service was the top career change intro- duced by the 1978 Carter–Campbell Civil Service Reform Act. Its aim was to professionalize the career service and make it more responsible to the democrat- ically elected commander in chief and his political appointees while respecting the rights due to career employees, very much including those in the top positions. The new SES would allow management to be more flexible in filling and reassigning executive positions and locations beyond narrow specialties for more efficient mission accomplishment and would provide pay and large bonuses to motivate career performance. The desire to infiltrate political appointees improperly into the high career civil service has been widespread in every Administration, whether Democrat or Republican. Democratic Administrations, however, are typically more successful because they require the cooperation of careerists, who generally lean heavily to the Left. Such burrowing-in requires career job descriptions for new positions that closely mirror the functions of a political appointee; a special hiring authority that allows the bypassing of veterans’ preference as well as other preference categories; and the ability to frustrate career candidates from taking the desired position. President Reagan’s OPM began by limiting such SES burrowing-in, arguing that the proper course was to create and fill political positions. This simultane- ously promotes the CSRA principle of political leadership of the bureaucracy and respects the professional autonomy of the career service. But this requires that career SES employees should respect political rights too. Actions such as career staff reserving excessive numbers of key policy positions as “career reserved” to deny them to noncareer SES employees frustrate CSRA intent. Another evasion is the general domination by career staff on SES personnel evaluation boards, the opposite of noncareer executives dominating these critical meeting discussions as expected in the SES. Career training also often underplays the political role in leadership and inculcates career-first policy and value viewpoints. Frustrated with these activities by top career executives, the Trump Adminis- tration issued Executive Order 1395724 to make career professionals in positions that are not normally subject to change as a result of a presidential transition but who discharge significant duties and exercise significant discretion in formulating and implementing executive branch policy and programs an exception to the com- petitive hiring rules and examinations for career positions under a new Schedule F. 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, from which they can relocate back to the regular civil service after such service. The order was subsequently reversed by President

Showing 3 of 5 policy matches

About These Correlations

Policy matches are calculated using semantic similarity between bill summaries and Project 2025 policy text. A score of 60% or higher indicates meaningful thematic overlap. This does not imply direct causation or intent, but highlights areas where legislation aligns with Project 2025 policy objectives.