GAO has compiled a number of its unresolved recommendations that it considers high priority for the Trump administration and Congress, including several issues regarding management of the federal workforce.
One area of focus, for example, is to “strengthen the ability of agencies to deal with poor performers and to help supervisors make effective use of the probationary period for new employees.” It says that OPM, working with the CHCO Council, unions, and others should:
“Educate agencies on the benefits of using automated notifications to notify supervisors that an individual’s probationary period is ending and that the supervisor needs to make an affirmative decision or otherwise take appropriate action, and encourage its use to the extent it is appropriate and cost-effective for the agency” and
“Determine whether there are occupations in which–because of the nature of work and complexity–the probationary period should extend beyond one-year to provide supervisors with sufficient time to assess an individual’s performance.”
It said that where a longer period is warranted, legislation to extend it should be enacted, along with language “to ensure that formal procedures for taking action against an employee for poor performance (and a right to appeal such an action) are not afforded until after the completion of any extended probationary period.”
An extension of the standard period from one year to two was enacted only for DoD last year and the House but not the Senate has passed a bill this year to do the same government-wide.
