in effect
This is a final rule from the Office of Personnel Management (OPM), effective October 15, 2025, that changes how performance ratings are assigned to members of the Senior Executive Service (SES) — the roughly 8,000 top career managers in the federal government. It implements two directives from President Trump signed in January 2025: one aimed at tightening accountability for career senior executives, and one ordering the removal of diversity, equity, and inclusion language from federal regulations.
Previously, federal regulations explicitly prohibited “forced distribution” of SES performance ratings, meaning agencies could not cap how many executives received top scores. This rule removes that prohibition and gives OPM the authority to set agency-wide and government-wide limits on how many senior executives can receive the highest rating levels (Level 4 and Level 5). Under the accompanying February 2025 appraisal system guidance, agencies are expected to cap Level 4 and 5 ratings combined at no more than 30% of their SES workforce, though the President may waive that cap for a given agency by certifying the agency’s executives performed outstandingly. The rule sets no minimum number of low ratings — it only restricts how many top ratings can be awarded. It also removes DEI-related language that previously appeared in the SES performance management regulations at 5 CFR Part 430.
Career Senior Executive Service members across the federal government will be directly affected, as the pool of available top ratings will now be limited regardless of how many executives might otherwise meet the written standards for those ratings. Agencies — particularly their Performance Review Boards, which recommend annual summary ratings — will face new constraints and oversight obligations when conducting SES appraisals. Non-career (politically appointed) SES members may be excluded from the forced distribution requirements under a provision OPM added in response to public comments.