Lawmaker proposes extending probation for new federal employees

New legislation would lengthen the probationary period federal employees must serve before receiving a full-time competitive appointment. Observers, however, are at odds over the proposal.

Rep. Dennis Ross, R-Fla., chairman of the House subcommittee responsible for federal workforce issues, on Friday introduced a bill that would extend the one-year probationary period new civilian employees must complete to enter the competitive service. The legislation would require two years of probation.

In addition, the bill would prohibit workers who are transferred, promoted, demoted or reassigned to a new position from counting previous service toward the probationary period for the new job. Currently, prior federal employment is subtracted from the one-year probation if it is completed continuously in the same agency and the same line of work.

The legislation also would require agencies to clearly define the probation requirements for each vacant position, notify workers of performance standards and certify that employees have met those conditions upon completion of the probationary period.

A longer probationary period would allow more time to ensure the job and the employee are a good fit, said Tim McManus, vice president for education and outreach at the nonprofit Partnership for Public Service. Workers would have additional opportunities to demonstrate that they have the skills required for their position, while agencies could continue to evaluate employees' abilities. If used correctly, he added, the probationary period acts as an on-the-job assessment.

"The key we think is that the probationary period ought to be viewed [in its] entirety," said McManus. "Unfortunately, even the best assessment processes even at the end of the day can't tell you whether it's the right fit. That's what the probationary period is designed to do."

Beth Moten, legislative and political director at the American Federation of Government Employees, said the current one-year period gives managers sufficient time to evaluate a new employee's performance.

"After that year is over, if there is a performance problem, then the cause of that problem should be probed," Moten said. "Is it a result of personal problems? Does the employee need more training? Does the employee have the tools needed to do the job satisfactorily? Is the supervisor failing to communicate his or her expectations?"

The legislation dovetails with the Obama administration's federal hiring reform initiatives because it brings the focus back to recruiting and retaining quality applicants who are the right fit for the job, according to McManus. Even high-performing employees will have to meet certain standards if they are going to continue through the probationary period, he said.

The House Oversight and Government Reform Committee plans to mark up the bill on Wednesday.