H.R.201 - Federal Employee Performance and Accountability Act of 2025 (119th Congress)
Summary
H.R. 201, the Federal Employee Performance and Accountability Act of 2025, proposes a 5-year pilot program to implement a performance-based pay structure for certain federal employees. The goal is to enhance productivity, accountability, and employee satisfaction within the public sector. The program would apply to GS-11 through GS-15 level employees and senior-level positions in Executive agencies, with participation rates between 1% and 10% of eligible employees per agency.
Expected Effects
The bill aims to incentivize higher performance among federal employees through a tiered salary adjustment system. Employees exceeding expectations could receive up to a 10% pay increase, while those not meeting expectations could face a 10% pay reduction and be required to undergo additional training. The program also includes provisions for bonuses and non-monetary benefits for high-performing employees.
Potential Benefits
- Increased Productivity: Performance-based pay could motivate employees to improve their output and efficiency.
- Enhanced Accountability: Clear performance metrics and evaluations could lead to greater accountability among federal employees.
- Improved Public Service: Better employee performance could translate to improved services for the public.
- Potential Cost Savings: Increased efficiency and productivity could lead to cost savings for government agencies.
- Employee Development: The program includes provisions for training and development opportunities for underperforming employees.
Most Benefited Areas:
Potential Disadvantages
- Potential for Bias: Performance evaluations could be subjective and prone to bias, leading to unfair pay adjustments.
- Decreased Morale: Pay reductions could negatively impact employee morale and job satisfaction.
- Gaming the System: Employees might focus on easily measurable metrics at the expense of other important but less quantifiable aspects of their jobs.
- Opt-Out Clause: The opt-out clause for agencies citing national security or public safety risks could be broadly applied, limiting the program's scope.
- Administrative Burden: Implementing and managing the program could create a significant administrative burden for participating agencies.
Most Disadvantaged Areas:
Constitutional Alignment
The bill appears to be constitutionally permissible, as it relates to the management and compensation of federal employees, which falls under the purview of Congress. Article I, Section 8, Clause 18 grants Congress the power to make all laws which shall be necessary and proper for carrying into execution the foregoing powers, and all other powers vested by this Constitution in the government of the United States, or in any department or officer thereof.
There are no apparent violations of individual rights or freedoms guaranteed by the Constitution or its amendments. The program does not discriminate against any protected class or infringe upon any fundamental rights.
Impact Assessment: Things You Care About ⓘ
This action has been evaluated across 19 key areas that matter to you. Scores range from 1 (highly disadvantageous) to 5 (highly beneficial).