How OPM’s Push for Forced Distribution Could Impact Your Federal Career
federal employment mindfulness at work mspb appeals opm policy performance ratings Dec 10, 2025OPM’s recent announcement that it wants to “normalize” agency performance ratings should get every GS-9 and above employee’s attention. Behind the technical language is a major shift: capping how many people can be rated at the top, even when whole teams deliver. SES members will face this system in FY 2026, and OPM is openly exploring expansion to the broader workforce.
For employees who have spent years building trust in a merit-based system, the concern is obvious: a rating determined by quotas—not performance—affects reputation, promotion potential, and bonuses. And unlike many HR trends, forced distribution has a track record. The private sector tried it, documented the fallout, and largely abandoned it.
Why This Matters: Lessons from GE, Microsoft, and Others
Federal employees don’t have to guess how this ends. When Fortune-500 companies experimented with stack ranking, similar patterns emerged:
It distorts reality. Teams rarely fall neatly onto a bell curve. Strong groups end up with “bottom” performers who aren’t bottom performers at all—just statistical leftovers. Once that happens, trust in the system erodes.
It fractures collaboration. When top ratings become scarce, employees shift energy into internal competition. Mentorship disappears. Transparency fades. Offices become quieter, but not healthier.
It amplifies bias. Forced low ratings create openings for favoritism and disproportionately harm older workers and employees of color. Many companies faced waves of discrimination and retaliation claims—risk any federal agency should consider carefully.
Federal service exists precisely because the country learned the cost of politicized, arbitrary personnel systems. Forced ranking moves in the opposite direction.
How a Federal Employee Should Respond—Right Now
From a legal perspective, this is not yet a formal regulatory change. But the groundwork is being laid, which means now is the time to prepare.
1. Know your performance plan and document as you go.
Make sure your critical elements reflect your actual duties. Keep contemporaneous records—accomplishments, data, positive feedback. A well-kept file becomes your anchor if your rating drops for reasons unrelated to your work.
2. Watch for mismatches between feedback and ratings.
Under quota systems, supervisors may give positive feedback all year and still deliver lower ratings because “the 5s were already taken.” When the narrative and the numbers diverge, don’t assume you failed. That’s when conversations with your union, HR, or a qualified federal-employment attorney are most valuable.
3. Supervisors also need protection.
If forced distribution expands, supervisors will be required to assign artificially low scores to solid performers. Your documentation will be scrutinized if grievances or EEO claims arise. Tighten your record-keeping now, and ask for clear guidance early.
A Mindful Perspective on a System That Breeds Anxiety
Forced ranking threatens more than ratings—it challenges the merit-based identity of the civil service. Anxiety is a natural response. But grounding yourself in what you can control—clarity, documentation, steady attention to your values—keeps you from internalizing a system’s dysfunction as your own failure.
Legal Disclaimer: The information provided in this article is for informational purposes only and should not be construed as legal advice. While I am a federal employment attorney, this post does not create an attorney-client relationship. Every situation is unique, and legal outcomes depend on specific facts and circumstances.
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