Federal Manager's Daily Report

OPM has said that in the remainder of this fiscal year and next it will “review and update, as needed, its policy on performance management, employee conduct, and discipline . . . to see if it tracks requirements in statute and regulation and, if not, will consider whether they still reflect best practice.”

“The process will include gathering input from stakeholders on whether current policies establish unnecessary barriers for addressing poor performance or taking adverse actions to promote the efficiency of the service,” OPM said in a document supporting its own budget request that reflects language the administration used in its overall budget proposal.

Also planned is “guidance on relevant considerations as to the best method for addressing particular conduct or performance problems when either a performance-based action or an adverse action could be justified and explain the benefits and drawbacks of each approach.”

Regarding performance, OPM said it will “promote better understanding of the performance improvement plan (PIP) process by providing supervisors with guidance, and distributing further guidance to managers annually.” It also will gather and maintain data on use of PIPs.

OPM also said it will review and update guidance on awards and recognition to take into account both applicable law and best practices; and policies on absence and leave after the final rules are issued on a 2016 change in law liming use of administrative leave—paid time off without charge to other paid leave, also called excused absence.

A recent survey of managers and supervisors at the Commerce Department found that they understand the performance improvement and disciplinary processes but find them too time-consuming to implement.