In prior regulations, assumed ratings for reduction in force were used. Why did the Office of Personnel Management reduce the use of assumed ratings?
The number of assumed ratings varies widely among agencies, among competitive areas within an agency, and even from reduction in force to reduction in force in the same competitive area. Many factors affect the number of assumed ratings needed, including the type of work force, the implementation of performance management programs, and many other factors. The Office of Personnel Management has found, for example, a competitive area where 5% of employees undergoing a reduction in force had 3 assumed ratings and 36% had 2 assumed ratings; so, the use of assumed ratings potentially can affect quite a number of employees.
Related Questions
- If all the ratings of record being credited for a reduction in force in the competitive area are under a single rating pattern, does the agency still have the option to vary credit?
- What is a modal rating and are agencies required to notify the Office of Personnel Management of their modal rating and/or the basis used to determine this rating?
- Why does the Office of Personnel Management require higher-level management review of a Level 1 (Unacceptable) rating of record?
