Strengthening Probationary Periods in the Federal Service
Apr 29, 2025
Apr 29, 2025
Summary
Requires government agencies to actively approve new employees at the end of a trial period, otherwise their job will automatically end.
What problem does this solve?
Government agencies were not properly using trial periods to remove workers who did not perform well. This order makes it so new workers are not automatically kept; their agency must officially decide that keeping them is a good thing for the public.
Who does this affect?
- New federal government employees
- Federal agency managers
- Applicants for federal jobs
What does this order do?
Requires active approval to keep new employees
An agency must now formally certify that keeping a new employee is in the public's interest. If they don't, the employee's job automatically ends when the trial period is over.
Creates a new civil service rule
Establishes a new Civil Service Rule XI for probationary and trial periods, which replaces older regulations.
Puts the burden on the employee
States that a new employee has the responsibility to show why keeping them in their job is good for the public.
Sets rules for trial periods
Defines the trial period as one year for most new hires in the competitive service and for veterans in the excepted service, and two years for other new hires in the excepted service.
Requires meetings with new employees
Managers must meet with new employees at least 60 days before their trial period ends to talk about their work and if they will be kept on.
What is the real world impact?
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Improves the quality of the federal workforce
Ensures that only high-performing and suitable individuals become permanent federal employees by requiring a more thorough evaluation during the initial trial period.
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Makes it easier to remove underperforming employees
Streamlines the process for letting go of new hires who are not a good fit, which was previously seen as too difficult for managers to undertake.
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Weakens job protections for new federal workers
Shifts the default from keeping an employee to letting them go. An employee's job automatically ends unless a manager takes action, which could make employment less secure and subject to a manager's personal judgment.
When does this start?
This order takes effect right away, but the main rules for evaluating new employees begin 90 days after April 24, 2025.
Agency review of current employees
Within 15 days of April 24, 2025, agencies must find all employees who are currently in a trial period that ends in 90 days or more.
Designation of evaluators
Within 15 days of April 24, 2025, agency heads must pick the people who will be in charge of evaluating new employees.
New regulations from OPM
Within 30 days of April 24, 2025, the Director of the Office of Personnel Management (OPM) must publish a new rule to get rid of the old regulations.
Employee performance meetings
At least 60 days before a trial period ends, managers must meet with the new employee to discuss their work.
Final hiring decision
Within 30 days of the end of a trial period, the agency must decide whether to keep or end the employee's job.
Effective date for new rules
The new rules for evaluating and certifying employees become effective 90 days after April 24, 2025.