MERIT Act




The Problem

From start to finish, it can take federal agency management more than one year to dismiss a poor performing employee and work to replace them. It has proven easier to promote or transfer poorly performing government employees than to terminate them - resulting in diminished efficiency, workplace morale, and quality of service to Americans. 

The Solution
 
Civil service employee dismissal should be modeled after the private sector. To ensure the highest-performing federal workers are in place to serve the public, Congress must: 
  • Increase agency management's power to remove poor employees
  • Expedite timelines; 7 - 21 days' notice of action; simple presentation of cause with employees given opportunity to respond
  • Retain employee right to appeal to the Merit Systems Protection Board
  • Cap appeal decision time at 30 days, after which the dismissal is upheld, unless declared otherwise
  • Require that if the 3--day deadline is not met, MSPB must report to Congress and the oversight committees in the House and Senate and explain non-compliance
  • Uphold whistleblower protections
MERIT Act One-Pager
 

  MERIT Monday Series   
 

 

  In the Press

FreedomWorks’ Bill of the Month for February 2017: MERIT Act, H.R. 559
 

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