WHITE HOUSE STAFF RE-ORG 101
From November 2016 until the conclusion of his term, I observed firsthand the relentless efforts of entrenched interests to undermine the Trump Administration. Upon assuming the presidency, Donald Trump inherited a White House with markedly less personnel turnover compared to prior transitions. Whereas previous administrations often engaged in substantial staffing changes in their initial weeks, Trump's tenure was characterized by a continuity of individuals who were often untrustworthy or unsupportive. The challenge of effectuating a thorough overhaul was compounded by the fact that those tasked with this mission frequently held secondary or tertiary responsibilities. The strategic framework delineated below was meticulously crafted to offer actionable steps for President Trump. While I have intentionally omitted certain specifics for security reasons, this outline should provide a clear perspective on the potential measures that could be implemented by those with the resolve to challenge the status quo.
Semper Fi
Steve Reichert
Semper Fi
Steve Reichert
I. Executive Summary
The transition between administrations or management teams necessitates a meticulously designed plan that gradually phases out the incumbent staff while integrating new personnel. Often, new leadership brings with it a distinct vision or strategic direction, which may necessitate a complete overhaul of the management team, particularly at the executive level and for critical functions. Failure to replace key personnel can result in a continuity of "business as usual," impeding the desired strategic shift.
In corporate acquisitions, the transition plan, including staffing adjustments, is a critical component of the deal. Acquiring entities commonly negotiate the termination of existing management and executive contracts to facilitate the installation of a new leadership team. This process, which involves assessing whether to retain current employees, is supported by incentives such as stay bonuses—lump sum payments to key employees who remain during the transition. This approach not only motivates current staff to cooperate but also provides an opportunity for them to advance within the new administration.
However, in the realm of government transitions, particularly when there is a shift in political party or philosophy, traditional corporate practices such as new employment contracts and stay bonuses are impractical. Instead, it is imperative to replace executive management and potentially multiple layers of middle management to align the organization with the new administration's goals. This task involves identifying administration-neutral staff—those in non-political roles who remain unaffected by leadership changes (e.g., mail clerks, janitorial staff, groundskeepers)—and devising a strategy to replace existing management without engendering political controversy or legal challenges. A detailed review of each position and employee, including their access and security clearances, is essential to reorganize the staff effectively.
Without this careful and strategic approach, the new administration risks encountering obstructionism and leaks from holdovers who may undermine their efforts through inaction, deliberate inefficiency, or resistance.
In the private sector, the departure of a key employee prompts immediate security measures such as changing locks, passwords, and alarm codes. A similar approach should be applied in government transitions: conducting a thorough organizational review to assess and match staff skills and experience to the new administration’s objectives. The goal is to establish a more streamlined, loyal, and efficient team committed to advancing the new agenda.
To achieve this, a reorganization initiative focused on administrative streamlining, improving organizational responsiveness, and enhancing security is recommended. Employing an external team for this process ensures discretion and enables the simultaneous recruitment and integration of new talent. This approach allows for the new staff to be onboarded and systematically phased in, or positioned to replace the existing team, thereby ensuring a smooth and effective transition.
The transition between administrations or management teams necessitates a meticulously designed plan that gradually phases out the incumbent staff while integrating new personnel. Often, new leadership brings with it a distinct vision or strategic direction, which may necessitate a complete overhaul of the management team, particularly at the executive level and for critical functions. Failure to replace key personnel can result in a continuity of "business as usual," impeding the desired strategic shift.
In corporate acquisitions, the transition plan, including staffing adjustments, is a critical component of the deal. Acquiring entities commonly negotiate the termination of existing management and executive contracts to facilitate the installation of a new leadership team. This process, which involves assessing whether to retain current employees, is supported by incentives such as stay bonuses—lump sum payments to key employees who remain during the transition. This approach not only motivates current staff to cooperate but also provides an opportunity for them to advance within the new administration.
However, in the realm of government transitions, particularly when there is a shift in political party or philosophy, traditional corporate practices such as new employment contracts and stay bonuses are impractical. Instead, it is imperative to replace executive management and potentially multiple layers of middle management to align the organization with the new administration's goals. This task involves identifying administration-neutral staff—those in non-political roles who remain unaffected by leadership changes (e.g., mail clerks, janitorial staff, groundskeepers)—and devising a strategy to replace existing management without engendering political controversy or legal challenges. A detailed review of each position and employee, including their access and security clearances, is essential to reorganize the staff effectively.
Without this careful and strategic approach, the new administration risks encountering obstructionism and leaks from holdovers who may undermine their efforts through inaction, deliberate inefficiency, or resistance.
In the private sector, the departure of a key employee prompts immediate security measures such as changing locks, passwords, and alarm codes. A similar approach should be applied in government transitions: conducting a thorough organizational review to assess and match staff skills and experience to the new administration’s objectives. The goal is to establish a more streamlined, loyal, and efficient team committed to advancing the new agenda.
To achieve this, a reorganization initiative focused on administrative streamlining, improving organizational responsiveness, and enhancing security is recommended. Employing an external team for this process ensures discretion and enables the simultaneous recruitment and integration of new talent. This approach allows for the new staff to be onboarded and systematically phased in, or positioned to replace the existing team, thereby ensuring a smooth and effective transition.
II. Identified Risk: Unverified and Uncontrolled Staff /Access Credentials
A. Retained Credentials by Former Personnel
B. Lack of Vetting for Badge & Access
C. Potential Misuse of Badges
A. Retained Credentials by Former Personnel
- Former staff and their visitors have retained access badges, potentially beyond their departure from service.
B. Lack of Vetting for Badge & Access
- The current status and accuracy of staff positions and access credentials have not been thoroughly reviewed or updated.
- The alignment of badges and access levels with job responsibilities and needs remains unclear.
- There is ambiguity regarding the identity of individuals who are authorized versus those who should no longer have access, complicating efforts to identify holdovers who should have been replaced.
C. Potential Misuse of Badges
- Members of the previous administration, consultants, or contractors may be improperly utilizing retained badges to assert unauthorized status.
- Former administration personnel might be exploiting old badges to gain access and move through restricted areas.
- It is imperative to verify that all badges issued to former administration staff, consultants, and contractors have been returned or deactivated.
III. Badge & Access Policy Review for the Incoming Administration
D. Conduct a Top-Down Organizational Review
E. Initiate a Restructuring Effort
F. Define and Assess Individual Access
G. Confirm Organizational Structure
H. Evaluate Employee Suitability
I. Verify Access Levels
J. Review and Revise Access Control Policies
D. Conduct a Top-Down Organizational Review
- By implementing a comprehensive top-down review of the organization and staff, the administration will be able to proactively manage and control messaging, thereby preventing external parties from co-opting or distorting the narrative.
E. Initiate a Restructuring Effort
- Launch a restructuring initiative aimed at reducing costs and streamlining government operations to enhance efficiency.
F. Define and Assess Individual Access
- Develop a clear understanding of individual roles and their corresponding access requirements.
G. Confirm Organizational Structure
- Validate the organizational chart to ensure that all functions and job descriptions align accurately with positions.
H. Evaluate Employee Suitability
- Assess the "hire-worthiness" of current staff and verify their alignment with job descriptions and organizational needs.
I. Verify Access Levels
- Outline and confirm the access levels for all visitors, consultants, and employees to ensure they are appropriate and accurate.
J. Review and Revise Access Control Policies
- Conduct a thorough review and audit of existing access control policies and procedures from the previous administration to determine their effectiveness and make revisions as necessary.
IV. Implementation Strategy
K. Establish a Dedicated Restructuring Team
L. Develop a Comprehensive Plan
M. Design and Approve a Structured Evaluation Method
- Claims of discrimination or profiling are minimized or avoided.
- The plan is presented to and approved by the administration.
N. Conduct Concurrent Reviews
O. Consult with Labor Law Counsel
P. Perform a Comprehensive Badge and Access Review
Q. Conduct a Federal Compliance Review
R. Maintain Low-Profile Office Operations
S. Execute Personnel Actions Under Restructuring
- Staff reductions.
- Elimination of positions/functions, rather than individuals.
- Restriction of positions/functions, requiring different skill sets.
- Reclassification of positions.
T. Review and Align Job Descriptions
K. Establish a Dedicated Restructuring Team
- Form a focused, independent team specifically tasked with achieving cost-cutting and streamlining objectives under a restructuring charter.
L. Develop a Comprehensive Plan
- Charge the team with creating a detailed timeline, budget, and implementation plan for the restructuring process.
M. Design and Approve a Structured Evaluation Method
- Develop a formal evaluation method and structured project plan for the proposed changes. Ensure that:
- Claims of discrimination or profiling are minimized or avoided.
- The plan is presented to and approved by the administration.
N. Conduct Concurrent Reviews
- Perform the review alongside ongoing operations. Present a summary of findings and the implementation plan privately to key stakeholders before broader rollout.
O. Consult with Labor Law Counsel
- Engage external labor law experts to ensure that all personnel changes are executed with proper notice and in compliance with legal standards to mitigate potential claims of unfairness.
P. Perform a Comprehensive Badge and Access Review
- Rigorously review the organizational chart to verify access needs for each position up to the appointee level.
- Assess the current population and distribution of badges.
- Evaluate individual access levels in relation to actual needs.
- If necessary, create a secure, separate database to facilitate review and organizational restructuring.
Q. Conduct a Federal Compliance Review
- Ensure the review aligns with the restructuring charter and adheres to all federal human resources and security regulations.
R. Maintain Low-Profile Office Operations
- Establish a primary office off-site, potentially with a small, discreet on-site presence to avoid drawing unnecessary attention.
S. Execute Personnel Actions Under Restructuring
- Implement all personnel actions, including:
- Staff reductions.
- Elimination of positions/functions, rather than individuals.
- Restriction of positions/functions, requiring different skill sets.
- Reclassification of positions.
T. Review and Align Job Descriptions
- Ensure all job descriptions are reviewed by the team and legal counsel for compliance with current labor practices, rules, and regulations. Match job descriptions to the organizational chart, staff members, and required access levels.
V. Access Criteria
U. Establish and Distribute Access Policies
V. Implement Regular Audits
W. Define Approval Authority
U. Establish and Distribute Access Policies
- Ensure that access and badging policies and procedures are clearly documented, up-to-date, and distributed to all staff members. Require that each individual acknowledges receipt and understanding of these policies by signing a confirmation.
V. Implement Regular Audits
- Conduct regular, structured audits to verify adherence to access and badging policies. Ensure that compliance is consistently monitored and enforced.
W. Define Approval Authority
- Implement an approval authority matrix to ensure that access permissions are granted only with appropriate authorization. Prevent unauthorized modifications by establishing controls that prohibit working-level changes to access rights.
VI. Issue New Badges to All Staff and Cancel Existing Badges
X. Execute Comprehensive Badge Replacement
-They must acknowledge that these badges are the property of the organization and must be surrendered upon request.
- Staff will also sign an agreement confirming that badges will not be worn or displayed outside of official premises or used for non-official purposes.
- All staff members must complete a badge training session, signing to confirm their understanding and commitment to adhere to the new policies.
Y. Legal Review for Badge Misuse
X. Execute Comprehensive Badge Replacement
- To ensure thorough security, prepare to cancel all existing badges and issue new ones in accordance with updated access plans.
-They must acknowledge that these badges are the property of the organization and must be surrendered upon request.
- Staff will also sign an agreement confirming that badges will not be worn or displayed outside of official premises or used for non-official purposes.
- All staff members must complete a badge training session, signing to confirm their understanding and commitment to adhere to the new policies.
Y. Legal Review for Badge Misuse
- Conduct a legal review to establish standards for prosecuting improper use of badges, including impersonation of federal officers or officials. This review should address scenarios such as the use of expired badges to falsely represent oneself as an authorized individual.
VII. Messaging
To mitigate potential political fallout from a large-scale staff reduction at the White House, the following justifications for staff restructuring are proposed:
Z. The message
To mitigate potential political fallout from a large-scale staff reduction at the White House, the following justifications for staff restructuring are proposed:
Z. The message
- Adherence to Established Protocols
- Cost Reduction and Efficiency
- Maintain Focus on Operational Goals
- Public Communication Strategy
- Internal Justification
Personal Note: Addressing the outlined strategies is critical for the incoming administration to ensure a smooth and effective transition. Implementing a comprehensive plan to review and restructure staff, access credentials, and policies must begin immediately, rather than waiting until after the election. If this is not done, the new administration will face potential security risks, operational inefficiencies, and political complications. Proactively building a detailed plan focused on updating access controls, issuing new badges, and aligning organizational structure with current regulations will not only enhance security and streamline operations but also demonstrate a commitment to transparency and fiscal responsibility. By taking these actions now, the administration can mitigate the risk of disruptions, prevent the misuse of credentials, and set a strong example of effective governance, ultimately leading to a more secure, efficient, and cost-effective government.
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