Referred to the House Committee on Oversight and Government Reform.
Creates a 5-year pilot run by OMB to test a performance-based pay system for 1–10% of eligible Executive branch employees (GS‑11 through GS‑15 and senior-level positions). Participating agencies must set annual productivity, quality, and timeliness metrics, provide training, and use a standardized evaluation system.
Liberals focus on pay‑cut risks, equity, and Title 5 suspensions
Relative to its intended legislative type, this bill establishes a clear-purpose, time-limited pilot with defined participant classes, tiered pay outcomes, and a structured reporting and review regime, but it provides only limited operational detail on evaluation processes, legal interactions, fiscal impact, dispute resolution, and safeguards against misuse.
Creates a 5-year pilot run by OMB to test a performance-based pay system for 1–10% of eligible Executive branch employees (GS‑11 through GS‑15 and senior-level positions).
Participating agencies must set annual productivity, quality, and timeliness metrics, provide training, and use a standardized evaluation system.
Pay adjustments are tiered: up to +10% for 'exceeds expectations,' no base pay change for 'meets expectations,' and a 10% pay reduction for 'below expectations.' The pilot bars Title 5 pay adjustments for participants, requires annual OMB and agency reporting, a GAO final review, and authorizes no new funding.
Limited pilot and administrative framing help, but removal of existing Title 5 benefits, potential pay cuts, legal and union opposition make final enactment uncertain.
Relative to its intended legislative type, this bill establishes a clear-purpose, time-limited pilot with defined participant classes, tiered pay outcomes, and a structured reporting and review regime, but it provides only limited operational detail on evaluation processes, legal interactions, fiscal impact, dispute resolution, and safeguards against misuse.
Liberals focus on pay‑cut risks, equity, and Title 5 suspensions
These are examples from the analysis, not a ranked list of the most-affected groups.
Liberals focus on pay‑cut risks, equity, and Title 5 suspensions
Likely skeptical of the pilot because it authorizes base pay cuts and suspends Title 5 pay protections for participants.
Supports accountability and training provisions but worries about due process, fairness, and adverse effects on morale, retention, and equity.
Would want stronger worker protections, appeal rights, and collective bargaining safeguards before supporting expansion.
Sees the pilot as a reasonable, targeted experiment to test performance pay if implemented carefully.
Appreciates standardized evaluations, training, and OMB/GAO oversight, but is concerned about metric design, legal and administrative costs, and potential unintended personnel consequences.
Would support conditional participation with clear guardrails and rigorous evaluation.
Generally favorable: values tying pay to performance, managerial flexibility, and potential cost savings.
Likes the limited 5-year pilot and agency discretion for bonuses and non-monetary rewards.
May press for broader application if results show gains, while also noting implementation must avoid bureaucracy and legal delays.
Reached or meaningfully advanced
Reached or meaningfully advanced
Still ahead
Still ahead
Still ahead
Limited pilot and administrative framing help, but removal of existing Title 5 benefits, potential pay cuts, legal and union opposition make final enactment uncertain.
The bill has not accumulated any surfaced votes yet.
Liberals focus on pay‑cut risks, equity, and Title 5 suspensions
Limited pilot and administrative framing help, but removal of existing Title 5 benefits, potential pay cuts, legal and union opposition mak…
Relative to its intended legislative type, this bill establishes a clear-purpose, time-limited pilot with defined participant classes, tiered pay outcomes, and a structured reporting and review regime, but it provides o…
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