OPM’s Plan to End Progressive Discipline: What Federal Employees Need to Know
The Office of Personnel Management (OPM) has signaled it may eliminate the requirement that agencies use progressive discipline. If that rule is repealed, federal managers could bypass warnings, suspensions, and coaching — moving straight to removal. This shift would mark one of the most significant changes to federal employment protections in decades.
For GS-9 employees and above, the implications are clear: a single misstep could trigger removal, with little room for correction. Progressive discipline has long been the system’s way of balancing accountability with fairness. Without it, the culture of federal service risks turning from one of professional growth into one of fear.
Why Progressive Discipline Matters
Decades of workplace research underscore the importance of fair, consistent systems. A large-scale meta-analysis in the Journal of Applied Psychology — covering more than 180 studies — found that when employees believe rules are applied fairly, they work harder, stay longer, and trust leadership more. Progressive discipline embodies that fairness. Remove it, and the likely outcomes are disengagement, attrition, and higher taxpayer costs tied to turnover.
The Merit Systems Protection Board (MSPB) has reached similar conclusions. In its studies, the best ways to improve performance were not punishment but setting clear expectations, providing coaching, and following up with monitoring. Those are the very building blocks of progressive discipline — the steps now at risk of being discarded.
Lessons from Psychological Safety
Harvard’s research on psychological safety shows that teams thrive when employees feel safe to admit mistakes. Safety fosters innovation and problem-solving. Eliminate progressive discipline, and employees may choose silence over transparency, hiding mistakes instead of correcting them. That silence can be far more damaging to an agency’s mission than the occasional performance slip.
A Mindful Perspective on Accountability
From a mindfulness standpoint, the loss of progressive discipline reflects a leadership style rooted in fear rather than trust. Strong leaders coach; weak leaders punish. Federal employees know that none of us are perfect — everyone misses deadlines or struggles with a project at times. The real question is whether the system encourages learning and accountability, or whether it weaponizes mistakes into career-ending consequences.
What Federal Employees Can Do Now
Stay informed. If OPM moves forward, public comment periods will open, and employee voices will matter. Keep careful records of your performance and communications with supervisors — documentation becomes even more critical in a zero-warning environment. And remember: the federal workforce has navigated many challenges by leaning on both solidarity and legal protections.
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.