## Notes from 24 June 2025 [[2025-06-23|← Previous note]] ┃ [[2025-06-25|Next note →]] On 17 June, the [[U.S. Office of Personnel Management (OPM)]] released a [new memorandum](https://chcoc.gov/sites/default/files/6-17-2025%20OPM%20Memo%20Performance%20Management%20for%20Federal%20Employees_0.pdf) introducing sweeping changes to the way performance is evaluated across the US civil service. Key highlights include: ### Standardization of performance reviews The OPM is moving to standardize the performance appraisal cycle for all federal employees (both SES and non-SES) by aligning evaluations to the fiscal year, starting October 1, 2026. To counteract performance rating inflation, agencies are directed to ensure appraisals reflect individual contributions and organizational results. Agencies are also encouraged to avoid clustering too many employees at the highest performance levels. A streamlined **pass/fail system** will be adopted for certain categories of employees engaged in less complex work, including temporary staff. ### Leadership accountability and training Within 30 days, agencies must include a new mandatory performance element, **“holding employees accountable”**, in the appraisals of all non-SES supervisors and managers. The intent is to increase rigor in team performance assessments. In addition, **mandatory training** on performance management is now required for supervisors within one year of initial appointment, with refresher training every three years thereafter. ### Faster disciplinary action The memorandum seeks to expedite how agencies address underperformance. For example, **Performance Improvement Plans (PIPs)** are now capped at 30 working days (previously 60–90 days). Agencies are no longer required to follow a **progressive discipline model**. Supervisors may impose the disciplinary action they deem appropriate—including removal—without first issuing verbal or written warnings. ### Extreme flexibility for “strategic” roles The Trump administration is advancing the creation of a new personnel category: **“Schedule Policy/Career”**, also referred to as **Schedule F**. Still undergoing a required public consultation process, this rule would allow the OPM to designate certain civil service roles as **“at-will”**—exempt from standard job protections against unjustified dismissal. Under the new memo, such classification would allow for the **rapid removal** of employees in critical positions for reasons including misconduct, poor performance, or even **“subverting the President’s policy directives in ways that undermine democratic processes.”** ### Implementation and oversight The OPM has introduced a detailed reporting system to monitor compliance and assess the reforms’ impact. Agencies must submit **quarterly reports** on performance policy changes, the number of employees rated “unsuccessful,” ongoing performance actions (broken down by type), and more. ### What was left out Unlike the February 2025 SES memo, this new directive does **not** impose a mandatory **forced distribution curve** for most federal employees. While it promotes “normalized” rating patterns, there are no explicit quota thresholds. Notably, civil servants **can still appeal** adverse personnel actions to the **[[Merit Systems Protection Board (MSPB)]]**. However, the MSPB’s current composition has shifted. After a Trump-era decision to dismiss Democratic-aligned board members was [upheld by the Supreme Court](https://whistleblowersblog.org/federal-employees/supreme-court-upholds-for-now-trump-firing-of-mspb-chair/), the MSPB is now **largely aligned with the current administration** - a development that raises questions about the board’s independence moving forward.