Read twice and referred to the Committee on Homeland Security and Governmental Affairs.
Creates a 5-year OMB-run pilot program to apply a performance-based pay system for 1–10% of eligible Executive branch employees (GS-11 through GS-15 and senior-level). Agencies must set annual productivity, quality, and timeliness metrics; OMB issues a standardized evaluation system; high performers may receive a 15% pay increase, low performers face a 15% pay reduction.
Progressives emphasize worker protections and anti-discrimination safeguards
Relative to its intended legislative type, this bill establishes a clearly identified pilot program that alters pay administration for a subset of federal employees and pairs that change with reporting and assessment requirements.
Creates a 5-year OMB-run pilot program to apply a performance-based pay system for 1–10% of eligible Executive branch employees (GS-11 through GS-15 and senior-level).
Agencies must set annual productivity, quality, and timeliness metrics; OMB issues a standardized evaluation system; high performers may receive a 15% pay increase, low performers face a 15% pay reduction.
Participating employees lose eligibility for certain Title 5 pay adjustments while in the Program.
Administratively framed but politically sensitive; pilot features help, yet pay cuts and title 5 exclusions make passage uncertain.
Relative to its intended legislative type, this bill establishes a clearly identified pilot program that alters pay administration for a subset of federal employees and pairs that change with reporting and assessment requirements. It provides a number of concrete elements (eligibility bands, percent-based tiers, OMB responsibility, reporting cadence) appropriate to a statutory pilot, but leaves many operational, legal, and fiscal specifics unspecified.
Progressives emphasize worker protections and anti-discrimination safeguards
These are examples from the analysis, not a ranked list of the most-affected groups.
Progressives emphasize worker protections and anti-discrimination safeguards
Skeptical overall.
Supports accountability and pilot testing but worries the bill weakens Title 5 protections, risks pay cuts, and could harm worker rights, equity, and collective bargaining.
Would press for stronger safeguards, appeals, and anti-discrimination measures before supporting expansion.
Cautiously open.
Values the pilot approach and centralized evaluation, but wants clear, objective metrics and procedural protections.
Will weigh OMB/GAO findings and seek limits on harm to morale, legal exposure, and unintended budget effects before broader rollout.
Generally favorable.
Likes increased accountability, stronger incentives, and removal of automatic Title 5 step increases for participants.
Supports pilot scope and agency discretion on bonuses and non-monetary rewards but may press to simplify administration and protect high-priority mission staffing.
Reached or meaningfully advanced
Reached or meaningfully advanced
Still ahead
Still ahead
Still ahead
Administratively framed but politically sensitive; pilot features help, yet pay cuts and title 5 exclusions make passage uncertain.
The bill has not accumulated any surfaced votes yet.
Progressives emphasize worker protections and anti-discrimination safeguards
Administratively framed but politically sensitive; pilot features help, yet pay cuts and title 5 exclusions make passage uncertain.
Relative to its intended legislative type, this bill establishes a clearly identified pilot program that alters pay administration for a subset of federal employees and pairs that change with reporting and assessment re…
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