Sponsor
Pete Sessions
Representative · R-TX
Representative · R-TX
The bill creates a formal annual channel for managers to provide actionable data to improve discipline, training, and managerial support, but it imposes administrative burdens on agencies (especially small ones) and raises privacy/retaliation risks that could limit candid participation.
Federal managers (GS-13+) and their agencies will get a formal annual managers' survey that produces quantitative and open-ended data OPM and agencies can use to identify and fix weaknesses in discipline, training, probation, and managerial support.
Agencies — particularly smaller ones — must design, run, analyze, and report an annual managers' survey and update regulations within 180 days, creating administrative burdens and diverting HR resources from other priorities.
Managers who provide narrative/open-ended responses may face privacy or career risks if comments are identifiable or used in personnel actions, which could chill candid feedback and reduce survey usefulness.
Based on analysis of 2 sections of legislative text.
Requires Executive agencies to run an annual managers' survey (10 specified questions with narrative responses) and directs OPM to update regulations within 180 days.
Official title: To require annual surveys of Federal employee managers, and for other purposes.
Introduced January 9, 2025 by Pete Sessions · Last progress January 9, 2025
Requires executive branch agencies to run an annual managers' survey in addition to the existing employee survey, adding ten specified questions about discipline, managerial support, training, probationary supervision, labor negotiation participation, and willingness to recommend management. The Office of Personnel Management must update implementing regulations within 180 days of enactment to reflect the new managers' survey, definitions, and cross-references.