The State Department is requiring managers to revisit and potentially adjust recent employee performance evaluations downward. This directive could set a precedent for federal evaluation processes across the government.
Revisions to Employee Evaluations
A performance management reform team in the State Department’s human resources office sent out an email informing managers to “review and recalibrate” evaluations by the end of this month. The changes come alongside the introduction of a new Employee Evaluation Report (EER) for the Foreign Service. The department expressed an intent to retrieve prematurely submitted EERs for better score calibration.
- New Employee Evaluation Report (EER) introduced.
- Managers directed to lower employee evaluation scores.
- Deadline for evaluations postponed to May 29.
Concerns Among Foreign Service Officers
Several Foreign Service officers, including current and former personnel, reported that under guidance from State Department leadership, managers have been advised to reduce scores indiscriminately. They voiced concerns about grade inflation from previous evaluation systems, warning that this new approach may lead to more diplomats leaving the Foreign Service. The organization operates on an “up or out” promotion model, reminiscent of military practices.
Impacts on Morale and Collaboration
According to one officer, the forced revisions create a zero-sum dynamic, pitting colleagues against one another. Many employees are reportedly accepting lower scores, hampering their chances for promotion while allowing senior employees to secure higher ratings.
The manipulation of evaluation scores is leading to a decline in overall morale, with officers feeling disenchanted with the evaluation process. “The new system may still retain elements of subjectivity,” one officer remarked, despite expectations for improvement.
Criticism from Union Leadership
John Dinkelman, president of the American Foreign Service Association, criticized the abrupt changes to the evaluation process. He stated that the modifications were poorly conceived and executed, further disrupting an already strained workforce.
Changes in Evaluation Criteria
| Criteria Change | Details |
|---|---|
| Performance rating scale | Switch to numerical ratings for the first time in decades. |
| Promotion criteria | Focus on allegiance to policy, communication, and leadership skills. |
| Average rating caps | Stricter adherence to a cap of 3.25 to curb grade inflation. |
The department’s new performance structure is also linked to recent proposals by the Office of Personnel Management. The intent is to enhance accountability while adjusting the distribution of performance ratings across federal employees.
Future Considerations
These recent moves by the State Department have sparked a conversation about the effectiveness of the evaluation process. Concerns about the intent behind these changes loom large, especially as agencies have begun a recruitment drive to fill many vacancies created by recent layoffs.
The shifts in employee evaluation scores highlight significant changes within federal employment, raising questions about the future landscape of performance reviews and promotion within the State Department and beyond. As these developments unfold, employees and management will need to adapt to this evolving framework.
