Using language like that in prior directives, OPM said performance evaluation changes are to further “the agenda that the American people elected President Trump to deliver.” Image: Joey Sussman/Shutterstock.com
By: FEDweek StaffOPM has issued a wide-ranging set of changes to federal employee performance ratings policies including a requirement that employees be evaluated on their compliance with “an organizational goal or Trump Administration priority.”
A directive to agencies on chcoc.gov represents the latest step in the administration’s efforts to link federal employment policies more closely to its goals. It follows earlier similar changes applying to performance ratings of SES members and a requirement to include in vacancy announcements for jobs at GS-5 and above an essay question in which candidates are to describe how they would carry out Trump executive orders.
Using language like that in the prior directives, OPM said that the performance evaluation changes are directed toward carrying out “the agenda that the American people elected President Trump to deliver.” Toward that end, it says, “at least one critical element should clearly align to an organizational goal or Trump Administration priority. Through critical elements, the agency will hold employees accountable for work assignments and responsibilities.”
Performance ratings—most commonly on a five-level system—are used for decisions ranging from cash awards and promotions for top performance, to demotions and firing for poor performance (see related story).
“For many decades now, performance management across the Federal workforce has fallen short of what the American people should expect. Too often, this has resulted in a lack of accountability and inflated performance ratings. Federal employee performance ratings should be normalized and reflect individual contributions to organizational results and outcomes,” it says.
While the memo does not set a desired distribution pattern for ratings—unlike the policy for the SES which explicitly advocates for “forced distributions” to limit the number rated at the highest levels—it says that agencies “should seek to ensure that a disproportionate number of employees are not rated at the highest performance levels” and “should ensure that the distribution of performance ratings aligns with the overall performance of the agency or relevant agency sub-unit.”
“A ‘fully successful’ rating must reflect that the employee is achieving all expectations for their position and is contributing in a meaningful way to the agency’s success in meeting organizational goals . . . Ratings above ‘fully successful’ must reflect performance that far exceeds the position’s responsibilities,” it says.
Other key elements include:
* Within-grade increases are not to be paid to employees with ratings of record below fully successful level and “should certify an employee’s performance is qualifying before approving the increase.”
* Pass-fail ratings systems are to be used only for seasonal employees, teachers, GS grades 1-4, and wage grade employees.
* Performance evaluations of senior executives who oversee at least 10 employees are to include an assessment of how their subordinates’ rating distribution “reflects the performance of their organization.”
* Performance evaluations of supervisors are to include addressing “poor and mediocre performance of employees supervised—including seeking appropriate action up to removal from the federal service.” Supervisors also will be required to take annual training on issues including evaluating performance and taking disciplinary action.
* Agencies will have to “affirmatively certify that a probationer’s appointment will advance the public interest before finalizing it.”
* “Agencies should reward high performers—and only high performers—with meaningful bonuses and awards.” The memo includes a table of award authorities.
* All agencies are to conduct performance evaluations on a fiscal year cycle, beginning with the October 1 start of fiscal 2026.
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