WASHINGTON, D.C. (Stars & Stripes) — A workforce policy directive that the Army implemented this month will make it easier to terminate underperforming civilian employees, attorneys that reviewed the memo said.
The changes reinforce deadlines for supervisors managing the termination process and bar “any flexibility” in the seven-day time frame that employees are allotted to defend their work, according to the memo released July 7.
“Commanders are directed to ensure supervisors expeditiously separate civilian employees with unacceptable performance from their positions using the most efficient means available, consistent with the requirements of the employee’s personnel management system,” the memo said.
The new policy is an “expedited approach to addressing alleged unacceptable performance,” according to Tully Rinckey, a Washington, D.C., law firm that represents federal employees.
Time frames are tightened for initiating a removal action within days of a poor performance determination, said Michael Fallings, an attorney and managing partner at Tully Rinckey.
The changes, effective immediately, apply to civilians working for the Army, Army Reserve and Army National Guard.
“Many Army civilian employees may not realize how quickly these cases can now move,” Fallings said. “When an employee receives notice of a proposed removal or other adverse action, every day matters.”
The Army employs roughly 185,000 civilians who work across more than 300 occupations, spanning engineering, health care and logistics.
Titled “Modern Civilian Workforce Management,” the eight-page memo updates job performance rules involving disciplinary actions, leave policies and awards for top performance, among other areas.
“Understanding your rights, preserving documentation and seeking legal guidance early can make a significant difference in protecting your federal career,” Fallings said.
The new directive expands the Army’s use of voluntary separation incentives, early retirement authorities and deferred resignation programs in certain circumstances, Fallings said.
The Army memo aligns with a September 2025 directive by defense leaders that directed the military to act with “speed and conviction” to fire underperforming workers and reward those who make the greatest contributions.
The July 7 directive outlines the discipline and termination process for appropriated-fund and non-appropriated-fund workers.
For appropriated-fund workers, a supervisor will have seven days from identifying poor performance to ask the personnel office to initiate the termination process and formally notify the worker.
The personnel office, working with the legal office, has 10 days to review the notice and supporting documentation before informing the employee that his or her job performance is unacceptable.
Upon notification, the employee has seven days to respond orally or in writing.
“This directive rescinds all provisions … that allow for greater flexibility when setting the employee response timeframe,” according to the memo.
A higher-level official has 30 days from the written notice to make a final decision on whether to penalize or fire the worker, according to the memo.
For non-appropriated fund employees, the termination process will take 40 days.
Personnel offices will have 10 calendar days to review the evidence after a supervisor requests a termination. An official then has 30 calendar days to make a decision.
