H.R. 5750: Ensuring a Qualified Civil Service Act of 2025

This bill, known as the Ensuring a Qualified Civil Service Act of 2025, proposes several changes to the way probationary and trial periods for federal employees are structured in the United States. Below are the key components of the bill:

1. Extension of Probationary Period for Competitive Service

The bill extends the probationary period that new hires in competitive service positions must serve:

• The standard probationary period is increased to 2 years for new hires.
• Preference eligible individuals (e.g., veterans, disabled individuals) will have a shorter probationary period of 1 year.

During this probationary period, the employing agency is required to evaluate the employee's performance and determine if their continued employment serves the public interest. If not, the employee may be terminated at the end of the probationary period unless the agency certifies otherwise.

2. Trial Period for Excepted Service

For employees in the excepted service, the bill introduces a trial period:

• The trial period will generally last 2 years, with a 1-year period for preference eligible individuals.
• If an employee is reassigned to another excepted service position, they must complete the remainder of their trial period in the new role.

3. Clarity in Communication

Agencies will be required to communicate clearly about the terms of the probationary or trial periods when announcing job vacancies or making appointments. This includes specifying any training or licensing requirements associated with the position.

4. Amendment to Adverse Action Standards

The bill revises the standards for taking adverse actions related to employee performance, adjusting the duration of required continuous service for adverse action considerations:

• Preference eligible employees need 1 year of continuous employment, while all other employees will require 2 years.

5. Effective Date and Regulations

The changes proposed by the bill would take effect one year after its enactment. The Office of Personnel Management will be responsible for implementing the necessary regulations to enforce the new rules.

Relevant Companies

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