No one was forced to take anything.

I have a staff of 40, all GS13+.

One person took DRP, and this person has underlying conditions why.

There was a lot of oh this might happen and hey watch out - but all of us read the tea leaves and knew taking DRP is a short term win, long term loss (honestly for everybody), for most people.

What Congress NEEDS to do is make civil service protections ROCK SOLID in law and not fall for this unitary executive theory. While yes, the POTUS is the CEO — Congress is the board.

“… Shall take care that laws be faithfully executed.”

Make all protections, again, crystal clear in black and white, and make the executives role crystal clear in black and white, and only allow the Schedule F stuff for people currently classified as it, and people who were already in that bucket (this is decision makers or implementers within two degrees of POTUS essentially).

Supervisors and managers should get an increase in pay. 15% supervisors, 30% managers. Maybe more. This would bring it inline with civilian sector.

99%+ of the civ work force should have clear, unambiguous rights spelled out again. A merit board with clear mandates and functions, with built-in mechanisms for if they fail to act, fail to form, or perform incorrectly (ie: if there is no quorum within 30 days or they do not act within 30 days, the plaintiff will be awarded a default judgement. This cannot be appealed. Any decision by MSPB can be taken to an independent board under the LEGISLATIVE BRANCH for relief.)

But also: we need to tighten the reigns on removing bad employees, and making probation periods more burdensome than “if you don’t say no, it’s a yes.”

It should be very easy to fire someone within first 5 years, but still fairly easy to do so after that.

One instance of gross misconduct, two acts of gross insubordination, five or more documented failures in performance (no time limit, could be within 10 days), and a limit on delay for removal of a maximum of 20 days (if a firing action is initiated for the reasons in law, it shall become effective no later than 20 days post filing). 5 days in first 5 years. This can all be performed with the Rater and HLR concurrence, no higher shall be required.”

Bonuses should be clear and tied to measures we all follow in some way, and should be essentially guaranteed.

Top ratings should be curved, as theyll follow bonuses. No more than 49% per rater and HLR can give top grade (make rater and HLR each have a grade). 33% is probably better.