# 2026-03619: Feds Simplify Performance Reviews for Government Workers 2026-03619, Performance Appraisal for General Schedule, Prevailing Rate, and Certain Other Employees, is a Federal Register proposed rule from Personnel Management Office published 2026-02-24, effective Comments must be received on or before March 26, 2026. (as of 2026-06-11). - Canonical: https://policyrisk.com/federal-register/2026-03619 - As of: 2026-06-11 - Plain-text twin of the page above; the HTML and this file carry the same facts. ## Facts - Document number: 2026-03619 - Title: Performance Appraisal for General Schedule, Prevailing Rate, and Certain Other Employees - Type: Proposed Rule - Agencies: Personnel Management Office - Citation: 91 FR 8780 - Published: 2026-02-24 - Effective: Comments must be received on or before March 26, 2026. - Comments close: not stated - Significant: no - Touches household money: no - Regulation identifier numbers: 3206-AP06 - Last updated: 2026-06-11 ## In one line Feds Simplify Performance Reviews for Government Workers ## Summary The Office of Personnel Management is updating how performance reviews work for most federal workers, like General Schedule and prevailing rate employees. They’re simplifying rating levels, requiring agencies to check their appraisal systems every two years, and changing rules about rating disputes and reviews. These changes aim to make performance management smoother and start after public comments close on March 26, 2026. ## Abstract The Office of Personnel Management (OPM) is issuing a proposed rule to increase the efficiency of performance management for non- Senior Executive Service (SES) employees, including General Schedule (GS) and prevailing rate employees. The proposed rule amends the approved patterns of summary levels by removing a "Level 2"; requires agencies to undergo biennial appraisal system certifications with OPM; requires a supervisory critical element for all supervisors covered under this subpart; removes the prohibition of a forced, or standardized, distribution of performance-rating levels; removes the option to grieve a performance rating; and removes the mandatory review of level 1 ratings. ## Effects PRIA read - Remove Level 2 Rating Options: benefit, medium. OPM proposes to remove any approved summary rating patterns that include a "Level 2" and any patterns that have "Level 4" as the highest rating for non‑SES employees (including General Schedule and prevailing rate employees). This change is part of a proposed rulemaking with public comments due Mar… - Allow Standardized Rating Distributions: mixed, high. OPM proposes to remove the ban on a forced or "standardized" distribution of performance ratings for non‑SES employees and would permit OPM to require a standardized distribution for some or all rating levels. The proposal also states OPM may exclude certain excepted‑service employees appointed und… - Ban Arbitration of Performance Ratings: cost, medium. OPM proposes to prohibit contesting performance ratings through union grievance arbitration for employees covered under 5 CFR part 430, subpart B. Employees would still be able to request informal reconsideration and ratings could be changed following a formal proceeding that results in a final det… - Limit Pass/Fail (Pattern A) Use: benefit, low. OPM proposes to restrict use of Summary Level Pattern A (a 2‑level pass/fail system) to seasonal employees, teachers, General Schedule grades 1–4, and Federal Wage System (wage grade) employees, including equivalent grades in other covered personnel systems. This limits where agencies may apply a s… - Require Supervisory Critical Element: benefit, low. OPM proposes adding a supervisory critical element requirement so that all supervisors covered under 5 CFR part 430, subpart B must have a supervisory critical element in their performance plans. This applies to supervisors among non‑SES employees, including GS and prevailing rate employees. ## Related documents - [2026-19222](https://policyrisk.com/federal-register/2026-19222): Employment in the Excepted Service, 2026-09-18 - [2026-18828](https://policyrisk.com/federal-register/2026-18828): Shared Certificates and Pooled Hiring Actions, 2026-09-15 - [2026-18800](https://policyrisk.com/federal-register/2026-18800): Reduction in Force; Correction, 2026-09-15 - [2026-16687](https://policyrisk.com/federal-register/2026-16687): Differential Pay for Prescribed Wildland Fire Activities, 2026-08-14 - [2026-15650](https://policyrisk.com/federal-register/2026-15650): Suitability Action Appeals, 2026-08-03 - [2026-15666](https://policyrisk.com/federal-register/2026-15666): Reduction in Force Appeals, 2026-08-03 ## Sources - [2026-03619 on federalregister.gov](https://www.federalregister.gov/documents/2026/02/24/2026-03619/performance-appraisal-for-general-schedule-prevailing-rate-and-certain-other-employees) - [2026-03619 as published (PDF)](https://www.govinfo.gov/content/pkg/FR-2026-02-24/pdf/2026-03619.pdf) ## Related - [Previous: 2026-03612, Airworthiness Directives; The Boeing Company Airplanes](https://policyrisk.com/federal-register/2026-03612) - [Next: 2026-03633, Accidental Release Prevention Requirements: Risk Management Programs Under the…](https://policyrisk.com/federal-register/2026-03633) - [All Federal Register documents](https://policyrisk.com/federal-register) Source: PRIA, https://policyrisk.com/federal-register/2026-03619 (as of 2026-06-11).