Rule Would Cap How Many SES Members Can Receive Top Performance Ratings

A rule that would dramatically reshape the way members of the federal government’s Senior Executive Service (SES) are rated was published in the federal register by the Office of Personnel Management (OPM). 

The goal is to tighten accountability for SES members. The rule stems from a day one memo on the issue from President Trump as well as subsequent performance plans that were released by OPM in February.

“The American people deserve a federal government led by executives who are held to the highest standards,” said OPM Acting Director Chuck Ezell. “This proposed rule restores accountability, rewards true excellence, and ensures senior leaders deliver real results.”

Ending the “Everyone Gets a Trophy Culture”

A key provision in the rule limits how many executives an agency can rate at the highest levels (levels 4 and 5).

“Currently, over 96% of SES members are rated at the highest levels (levels 4 and 5), even though serious, documented performance failures have occurred through the SES. This rule will put an end to these inflated ratings,” said an OPM fact sheet, which noted that the rule will end the “everyone gets a trophy culture.” 

By creating a forced distribution system where fewer SES members can be given the highest ranks, OPM believes it will increase “rigor” in performance reviews and ultimately lead to better job performance among SES members. 

Marcus Hill, President of the Senior Executives Association (SEA) issued a statement saying the association “shares the Trump Administration’s view that federal performance management and accountability systems must be strengthened,” while scrutinizing the ratings distribution policy change as contrary to Congress’ design for the SES.

Hill also notes that “federal executive performance management data has not been released by OPM since FY 2015, which covers three presidential administrations,” calling for OPM to release data and evidence to inform policy changes. 

In recent years, groups like the SEA, the Volcker Alliance, and the Partnership for Public Service have agreed that the SES performance management system needs improvement, but not through the administration’s proposal. 

“OPM should strengthen SES performance management by encouraging agencies to link performance plans to mission, by assessing candidates against leadership-oriented skills in addition to technical competencies, and by requiring that performance appraisals be transparent, timely and linked to the executive’s development plan,” the organizations wrote in a joint SES policy statement.

The rule also ditches the requirement that executives be evaluated on whether or not they promoted diversity, equity and inclusion (DEI) initiatives. Agencies are also urged to appoint Performance Review Board members who are “committed to rigorous enforcement of the SES appraisal standards.”

The proposed rule is open for public comment until early June. 

President Trump’s SES Actions

This is just the latest action aimed at SES reform. In his initial memo on January 20, President Trump noted that because “SES officials wield significant governmental authority, they must serve at the pleasure of the President.”

That memo ordered agencies to ensure accountability and to reassign SES members to better implement the president’s agenda.

In addition, the Trump Administration recently proposed the creation of a new federal career category called Schedule/Policy Career, with the goal of converting some 50,000 civil servants to at-will employees.