DOGE Is Going All Out – ‘Phase 3’ Promises a Wild Ride!

In a shocking revelation, internal documents from the Department of Government Efficiency (DOGE) have surfaced, outlining a controversial plan dubbed “Phase 3,” which is set to commence this Wednesday. This initiative, associated with Elon Musk’s unofficial agency, aims to significantly reshape the federal workforce by targeting employees linked to Diversity, Equity, and Inclusion (DEI) programs.

According to a report by the Washington Post, authored by Hannah Natanson and Chris Dehghanpoor, the documents detail a systematic approach to removing federal workers while navigating potential legal challenges. The plan, crafted by DOGE staffers, is divided into three phases over a six-month period, with a particular focus on dismissing employees connected to DEI initiatives. The Veterans Affairs office and the Department of Health and Human Services are also on the chopping block.

Currently, the nation is in “Phase 2,” which will transition into the initial elements of “Phase 3” on Wednesday, continuing until mid-July. The documents indicate that “DOGE’s ‘Phase 3’ starts later this month, on the 31st day of the administration, and lasts until the 180th day, which is in mid-July.” This phase marks a shift from placing workers on paid leave to initiating large-scale firings, with the ultimate goal of terminating all DEI-related employees through a Reduction In Force (RIF) action, the federal equivalent of layoffs.

Among the key points outlined in the documents is the directive to “RIF the Phase 1 offices in their entirety.” The Post reports that this process is already in motion, as the Office of Personnel Management has instructed agencies to submit plans for the termination of all DEI office workers and has encouraged immediate issuance of termination notices.

The “Phase 3” strategy is designed to follow “three workflows,” as detailed in a DOGE planning document. First, the Trump administration will identify and place on leave “additional DEI-related employees” who may not work directly in DEI offices but are dispersed throughout various operational divisions. Second, the administration plans to eliminate DEI offices entirely. Finally, the administration aims to lay off the “corrupted branches” of legally mandated offices that focus on civil rights and employment discrimination, with the document stating, “We are exploring options for this.”

Interestingly, the documents reveal a level of uncertainty within DOGE regarding the legality of their actions. A FAQ created for agency heads indicates that some team members are unsure about the authority under which they are operating. One draft version includes a question from an agency head: “Under what authority are you directing us to do this?” Highlighted in yellow beneath this question is the acronym “EO,” referring to an executive order from Trump. Next to it, a bracketed character appears to question whether such an order would suffice.

As the nation braces for the implications of “Phase 3,” the potential fallout from these actions raises significant concerns about the future of federal employment and the role of DEI initiatives in government agencies. Critics argue that this plan could undermine efforts to promote diversity and inclusion within the federal workforce, while supporters may view it as a necessary step toward efficiency and accountability.

The unfolding situation is sure to attract widespread attention as the DOGE prepares to implement its controversial strategy. With the clock ticking down to Wednesday, all eyes will be on the administration’s next moves and the impact they will have on federal employees and the broader landscape of government operations. As the debate intensifies, the question remains: what will be the long-term consequences of dismantling DEI programs within the federal government?

In the coming weeks, the nation will witness the effects of this ambitious plan, and its ramifications will likely resonate far beyond the walls of government offices. The stakes are high, and the outcome of “Phase 3” could redefine the future of federal employment and the principles of diversity and inclusion in the workplace.