Federal Workers to Get New and Tougher Performance Reviews

No personnel issues have been debated longer and more thoroughly than that of the utility of performance reviews.  Some argue that such reviews, while intended to provide feedback to encourage better performance, are not well prepared or well received, and tend to rate even poor workers as average or above average.  Many efforts have been made to make performance appraisals more effective.  The nation’s largest employer, the federal government, has just announced a change in a performance review proposal dated February 23, 2026.  It would create a forced distribution system, or a bell curve, limiting how many workers get top ratings while rating most at lower levels.  The top ratings are 4s and 5s, while the rest are 3s or lower.  Trump Administration officials said the change seeks to correct overly lenient reviews.  

Editor’s Note:  It is very discouraging to an employment defense lawyer to defend a legal claim for poor performance, when the employee’s personnel file indicates excellent performance reviews.

This article is part of our July 2026 Newsletter. 

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