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Dear Sisters and Brothers,
This email is being issued to provide context and clarification regarding recent changes in federal performance management and awards systems, and to address the role and limitations of the union in these matters.
Background: Executive Policy Overhaul of Federal Workforce
Since returning to office, President Trump has initiated an aggressive overhaul of the federal civil service, aimed at transforming the performance culture of the federal workforce. In a June 17, 2025, memorandum, Acting OPM Director Charles Ezell outlined sweeping changes to performance management, awards systems, and disciplinary processes, all driven by Executive Orders and Presidential memoranda.
These changes are rooted in directives such as:
- Executive Order 14120 – Workforce Optimization Initiative
- Executive Order 14171 – Restoring Accountability to Policy-Influencing Positions
- Executive Order 14284 – Strengthening Probationary Periods
- Presidential memoranda eliminating progressive discipline expectations, requiring shorter PIPs, and tightening controls on awards and recognition
These Executive Orders and guidance documents were not negotiated or developed in partnership with unions. Instead, they were issued unilaterally under the authority of the Executive Branch and are being implemented across all federal agencies, including HHS.
Changes to Awards and Performance Policy
- A government-wide standardized performance appraisal system, tied to the fiscal year starting October 1, 2026
- Tighter definitions of “Fully Successful” and above; inflation of ratings discouraged
- Greater restrictions on who may receive awards, when, and how much (see Appendix 4 of the June memo)
- Awards (including cash and time-off) may only go to high performers based on stricter criteria
- Performance Improvement Plans (PIPs) limited to 30 business days
- Agencies are strongly encouraged to renegotiate collective bargaining agreements (CBAs) that “inhibit effective performance management”
These changes, especially to awards, stem from Presidential Executive authority and statutory rights of management under Title 5. As such, they fall outside the scope of what can be bargained over in most cases.
While we as your union are committed to protecting your rights and advocating for fairness, we must acknowledge that we do not have the authority to challenge or negotiate Executive Orders or override government-wide directives from OPM.
However, we can and will take action if any part of these new policies is applied unfairly, inconsistently, or in a way that violates the CBA, anti-discrimination law, or other workplace protections. For example:
- If a performance rating seems retaliatory or unsupported
- If awards are distributed in a discriminatory or arbitrary fashion
- If new policy changes are implemented without proper notice and bargaining where required
In those cases, grievances, unfair labor practice charges, or other legal tools may be appropriate.
While we have limited influence over policies issued by the White House and OPM, we still play a crucial role in ensuring accountability, fairness, and transparency in how those policies are applied at the local level.
If you have questions about how these changes may affect you or if you believe your rights have been violated, please do not hesitate to reach out. We are here to support you.
In solidarity,
Jeff Hemp
Local 5251 President and National Field Representative
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