Feds Overhaul Performance Reviews for Top Government Pros
Published Date: 2/24/2026
Proposed Rule
Summary
The government is updating how it reviews the work of senior professionals like top scientists and leaders. These changes will make performance reviews clearer, more fair, and more like those for senior executives. If you’re a senior pro, get ready for new rules starting soon, and don’t forget to share your thoughts by March 26, 2026!
Analyzed Economic Effects
6 provisions identified: 3 benefits, 0 costs, 3 mixed.
OPM may limit top ratings (forced distribution)
OPM proposes to remove the existing prohibition on a standardized ("forced") distribution of ratings for senior professionals and may establish agencywide or governmentwide limits on the number of Level 4 and Level 5 ratings. OPM may exclude senior professionals appointed under Schedules C and G from such standardized distribution requirements.
New dedicated rules for senior pros
If you are a senior professional paid under 5 U.S.C. 5376 (SL positions above GS-15 or ST positions under 5 U.S.C. 3104), OPM and OMB propose a new subpart in 5 CFR part 430 that would apply only to senior professionals and align their appraisal rules more closely with SES appraisal rules. The proposal would remove the current requirement for separate senior professional appraisal programs and codify practices from the OPM senior professional performance plan.
Certification can unlock higher pay limits
The proposed rule emphasizes that senior professionals covered by a certified performance appraisal system are afforded access to a higher maximum rate of pay and a higher aggregate pay limit. Agencies therefore are motivated to obtain and maintain certified appraisal systems to permit those pay flexibilities for their senior professionals.
Expanded higher‑level review and PRB oversight
Senior professionals would be able to request a higher-level review of any initial summary rating before it goes to the agency's Performance Review Board (PRB), and the agency-level PRB (or an equivalent body for agencies without an SES) would conduct centralized review of proposed ratings and pay actions. The rule would not provide for additional appeals of appraisals beyond what is available under applicable law or regulation.
Quarterly progress reviews required
Under the proposal, senior professionals would receive progress reviews quarterly instead of the current requirement of at least once per appraisal period. The quarterly reviews must inform senior professionals how they are performing against plans, provide advice, and may be used to discuss development or take action on unacceptable performance.
90‑day minimum and 120‑day detail appraisal rules
The proposed subpart would set a minimum performance period of 90 days for senior professionals. When a senior professional is detailed or temporarily reassigned for 120 days or longer, the gaining organization must set performance goals for the detail, appraise the senior professional in writing before they leave, and transfer the most recent rating of record to the gaining organization.
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Key Dates
Department and Agencies
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