SEA: There is minimal evidence in leadership or business literature that forced distribution of ratings is an effective or sustainable performance management practice. Image: kentoh/Shutterstock.com
By: FEDweek StaffThe performance ratings system for federal senior executives “does need an overhaul” but OPM’s recent rules instituting a forced distribution of ratings is not the way to do it, the Senior Executives Association has said.
The organization’s comments come just ahead of the start of fiscal 2026, when agencies are to generally require that no more than 30 percent of career SES members are rated as level 4 or level 5—compared with more than 90 percent in recent years—although with no required distribution for the first three levels.
“There is minimal evidence in leadership or business literature that forced distribution of ratings is an effective or sustainable performance management practice; rather, such systems have been found to foster a lack of trust. Ultimately, this leads to executives competing amongst themselves for favor from leaders, versus focusing on demonstrating performance that exceeds expectations,” it said.
“By the very nature of their selection and advancement, senior executives represent the top tier of leadership talent, and any system that presumes otherwise in lieu of rating actual performance of SES leaders risks undermining both trust and effectiveness,” it added.
Noting that it long has advocated for reforms to the ratings system, SEA said that it “encourages OPM to pursue this change by including representatives from professional associations such as SEA and others who are knowledgeable, experienced and can contribute to better, sustainable improvements.”
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