Swifter dismissals and enhanced job performance requirements urged by OPM

The Office of Personnel Management (OPM) has recently released a new guidance for federal agencies, aiming to improve performance management and deliver a more efficient federal workforce.

The guidance, issued by OPM Director Charles Ezell, urges federal agencies to rate fewer employees as above average or outstanding. This change is part of a broader effort to revise the annual performance plans of federal workers.

However, the new guidance has sparked concerns from some quarters. Don Kettl, a former HR official, has expressed doubt about the overall memo, stating that it seems to be a mix of needed reforms and politicization efforts that undermine them. Kettl questioned whether there would be investment to make the proposed reforms happen.

The guidance also mandates that performance plans be linked specifically to "Trump administration priorities." Kettl also mentioned that the administration's efforts to cut the power of unions and regulatory bodies could make it difficult for current employees to contest decisions.

One of the significant changes proposed in the guidance is the shortening of performance improvement plans to 30 days. However, Don Kettl described this plan as a "red herring."

The reforms also include a call for better use of firing and disciplinary authorities. The guidance suggests disciplining or firing federal workers more quickly. This measure is intended to address long-standing concerns about the slow and cumbersome process of addressing poor performance in the federal workforce.

The former HR official, expressing concerns about the funding and administration of the proposed training for supervisors, suggested that the expertise of career employees could benefit the proposed reforms.

Interestingly, OPM has already adopted forced distribution of ratings for members of the Senior Executive Service. The new guidance appears to allude to agencies exploring this practice for the entire federal workforce.

The Federal Executive Institute was shuttered by OPM in February, raising questions about the commitment to investing in the development of federal employees.

Kiran Ahuja was appointed as the Director of the U.S. Office of Personnel Management in the spring of 2021. Her appointment marks a new era for the OPM, and many are eager to see how she will navigate the challenges posed by the new guidance.

The revised plans are also meant to link an individual's responsibilities with agency mission delivery. This change is intended to promote a more results-oriented workforce and foster a culture of accountability.

The new guidance aims to improve performance management in the federal government, but its implementation and impact remain to be seen. As the federal workforce adapts to these changes, it is crucial to ensure that the reforms are implemented fairly, transparently, and effectively.