Performance Improvement Period.
A. The purpose of the Performance Improvement Period (PIP) is to help the employee improve.
B. It is the responsibility of the Agency to monitor employee performance throughout the rating period. If at any time during the rating period it is determined that an employee is performing at a “Fails to Meet” level in one or more Core Competencies, the rating official will develop a written PIP and issue it to the employee.
C. The PIP will provide notice to the employee of the right under this Agreement to request a meeting with the rating official and a Union Representative to discuss the PIP. The representative’s role will include asking clarifying questions, advising the employee, and ensuring that the employee understands the PIP. The meeting is not intended to negotiate the contents or merit of the PIP. If the meeting is requested it will normally be held within five (5) days.
D. The PIP will identify one or more Core Competencies for which performance is at a “Fails to Meet” level and inform the employee of the performance requirement(s) that must be attained in order to demonstrate “Meets” or acceptable performance. It will state which assigned tasks demonstrated the unacceptable performance and how they relate to an identified Core Competency. The plan will state that unless performance in each identified Core Competency improves to a “Meets” level by the end of the duration of the PIP, the employee may be removed from their position and from Federal service. At any time during the performance improvement period the supervisor may conclude that the employee’s performance has improved and the PIP may be terminated.
E. The PIP will afford the employee a reasonable opportunity of at least sixty (60) days to resolve identified performance deficiencies.
F. The PIP will be tailored to the specific needs of the employee and may include formal training, on-the-job training, counseling, assignment of a journeyman mentor, or other assistance as appropriate.
G. The PIP will state who will be available to guide, coach, and otherwise assist the employee in reaching “Meets” performance, what specific assistance will be provided and when.
H. Employees may request additional, reasonable assistance that relates specifically to the identified performance deficiencies. Such assistance should be identified by the employee at the onset of the performance improvement period to ensure sufficient time for approval and implementation. The Agency will make a timely response to ...
Performance Improvement Period. Before initiating an action to remove or downgrade an employee, the employee will be placed on a Performance Improvement Plan (PIP). A PIP is formal means for developing a written strategy to assist an employee in improving deficient performance to an acceptable level. The PIP will:
a. Identify specific critical results and related performance indicators where the employee’s performance is not acceptable.
b. Inform the employee of what is required to improve their performance to an acceptable level.
c. Identify actions the employee’s supervisor should take to help the employee improve their performance, which may include but is not limited to, on-the-job training, counseling by the supervisor, other counseling, formal training, or developmental assignments to gain appropriate experience.
d. Specify the period of time which will be given to improve performance (at least thirty [30] calendar days). The amount of time necessary to provide a reasonable opportunity for improving will depend on the circumstances in each case.
Performance Improvement Period. When an employee’s performance is unacceptable, the employee will receive a written performance improvement plan that will contain:
(1) A notice of unacceptable performance in one or more critical elements of the employee’s performance standards and at least 90 days to bring his/her performance to an acceptable level. During the improvement period, the employee will be given the opportunity to work on those portions of the job that are unacceptable while maintaining an acceptable level of performance on all other critical elements;
(2) Information as to how the supervisor will assist the employee in becoming successful;
(3) Information as to what the employee must do to bring performance to an acceptable level during the period;
(4) Continuous evaluation of the employee’s performance during the improvement period; and
(5) Notice that a failure to improve performance to the successful level during the improvement period may result in the employee being removed, demoted, or reassigned to another position or removed from federal service.
Performance Improvement Period. When an employee’s performance is unacceptable, the employee will receive a written Performance Improvement Plan that will contain:
1. A notice of unacceptable performance in one or more critical elements of the employees performance standards and at least 90 calendar days to bring his/her performance to an acceptable level. During the improvement period the employee will be given the opportunity to work on those critical elements of the job that are unacceptable while maintaining an acceptable level of performance on all other critical elements.
2. Information as to how the supervisor will assist the employee in becoming successful.
3. Information as to what the employee must do to bring performance to an acceptable level during the improvement period.
4. Periodic evaluation of the employee’s performance during the improvement period. Failure to improve performance during the improvement period to a successful level may result in removal, demotion or reassignment to another position.
5. If at the end of a performance improvement period the employee is performing at a successful level, the employee will be so notified in writing.
Performance Improvement Period. For each critical element in which the employee’s performance is at the “unsatisfactory” level, the Agency will provide the employee a reasonable period of time (usually thirty (30) to ninety (90) calendar days, depending on the nature of the employee’s duties) to demonstrate acceptable performance (defined as meeting at least the “minimally successful” criterion), commensurate with the duties and responsibilities of the employee’s position. The Agency will inform the employee that, unless his/her performance improves to and is sustained at an acceptable level during such period of time, the Agency will reduce the employee’s grade or remove him/her from his/her position or federal service.
1. The Agency will notify the employee in writing of the critical element(s) for which performance is unacceptable, inform the employee of the performance requirement(s) or standard(s) that must be attained in order to demonstrate acceptable performance in his/ her position and advise the employee what he/she must do to bring his/her performance up to the “minimally successful” level. The notice will also explain what efforts will be made by the Agency to assist the employee in improving performance. Assistance may include, but is not limited to, formal training, closer supervision, counseling, or more frequent progress reviews. The Agency may give an employee such notice at any time during the performance appraisal cycle.
Performance Improvement Period a. It is the responsibility of the Agency to monitor employee performance throughout the rating period. If at any time during the rating period, the rating official determines that an employee is performing at an unsuccessful level in one or more critical elements, the rating official will call for a meeting with the employee to discuss the employee's performance.
b. The rating official and employee will meet to attempt to identify the specific problem to determine the root cause, and develop a written improvement plan.
c. The improvement plan will identify the critical element(s) and assigned task(s) for which performance is unacceptable and inform the employee of the performance standard(s) that must be attained in order to demonstrate acceptable performance. The plan will state that unless performance in a critical element(s) improves to, and is sustained at, an acceptable level for a minimum period of one
(1) year, the employee may be reduced in grade, reassigned, or removed from federal service.
d. The improvement plan will afford the employee a reasonable opportunity to improve their performance and resolve the identified performance-related problem.
e. The improvement plan will be tailored to the specific needs of the employee and may include formal training, on-the-job training, counseling, assignment of a journeyman mentor, or other assistance as appropriate.
f. The improvement plan will state which supervisor or management officials will be available to guide, coach, and otherwise assist the employee in reaching “Achieved Results” performance.
g. The employee will be informed in writing that a Within-Grade Increase (WIGI) or award may be withheld while this level of performance continues.
h. The purpose of the performance improvement period is to help the employee improve.
i. At any time during the performance improvement period, the rating official may conclude that assistance is no longer necessary because the employee’s performance has improved to at least “Achieved Results.” The rating official will notify the employee of this determination in writing.
