Contact Congress about H.R. 201: Federal Employee Performance and Accountability Act of 2025

This bill would test performance-based pay for some federal workers. Strong results could bring raises or bonuses, while poor ratings would trigger a 10% pay cut. Agencies would report the results to the Office of Management and Budget and Congress.

Modern Action explains legislation in plain English, helps you choose whether to support, oppose, or ask for changes, and drafts a message tied to the bill, your stance, and the elected officials who can act on it.

Federal Employee Performance and Accountability Act of 2025 is a House bill in committee. The latest recorded action: Referred to the House Committee on Oversight and Government Reform.

Latest action on H.R. 201: Referred to the House Committee on Oversight and Government Reform.

Who this affects: This bill mainly affects mid- and senior-level federal workers whose jobs have clear ways to measure output, quality, and deadlines. It also affects executive branch agencies because they would have to choose workers for the test, set goals, train workers, hold feedback sessions, and report results. Taxpayers and people who use federal services could be affected if the test changes agency costs, speed, quality, or worker morale.

Why this matters: Federal workers in the pilot would face real pay gains or pay cuts based on job ratings. That could change how they work, how they plan their careers, and how they respond to reviews. Agencies and lawmakers would get data on whether this pay model improves service and saves money. The results are uncertain until the pilot is tested and reported.

Key provisions in H.R. 201

• The pilot covers GS-11 through GS-15 workers and some higher-level federal jobs. It applies only when job performance can be measured clearly, such as in project management, policy analysis, information technology, finance, procurement, leadership, customer service, and claims processing.
• Each executive branch agency must put some eligible workers in the pilot. The share must be at least 1% and no more than 10%, unless the agency head opts out for national security or public safety reasons and explains that choice in writing to the Office of Management and Budget.
• The pilot lasts five years. It starts 180 days after the bill becomes law, and the pay changes begin in the second year and repeat each year.
• Agencies must set yearly goals for each worker in the pilot. The goals must measure how much work gets done, how good the work is, and whether it is done on time.
• The Office of Management and Budget must build one standard review system. Agencies must use that system to rate workers fairly and review performance at regular times.

How Modern Action helps you take action on H.R. 201

You do not have to start with a blank letter. Modern Action turns the bill, your position, and the relevant congressional context into a message you can edit and send. The goal is to make contacting Congress clear, specific, and useful without forcing you to parse bill text or figure out the right office on your own.

Questions people ask about H.R. 201

What is H.R. 201?

This bill would test performance-based pay for some federal workers. Strong results could bring raises or bonuses, while poor ratings would trigger a 10% pay cut. Agencies would report the results to the Office of Management and Budget and Congress.

How do I support or oppose H.R. 201?

Choose support, oppose, or ask for changes on Modern Action. The action flow drafts the message for you and keeps the wording tied to this bill.

Who should I contact about H.R. 201?

Modern Action uses your location to route the action to the congressional offices relevant to the bill and your representation.

How does Modern Action help me act on H.R. 201?

Modern Action gives you bill-specific context, lets you choose support, opposition, or changes, and drafts a message from your position and reasons.