Common use of PERFORMANCE PROBLEMS Clause in Contracts

PERFORMANCE PROBLEMS. a. To maintain a quality civilian workforce and encourage employees to strive for top performance, supervisors should take positive action as soon as a performance problem is observed. At any time during the performance appraisal cycle that the employee's performance in one or more critical elements becomes less than acceptable, the supervisor will initiate an opportunity period to give the employee a reasonable amount of time to demonstrate acceptable performance. This means an amount of time commensurate with the duties and responsibilities of the employee's position sufficient to allow the employee to show whether he or she can perform acceptably to the standards. b. The supervisor will help the employee improve performance during the opportunity period. This can include supervisory instruction and counseling personal demonstration, peer coaching, frequent reporting, special assignments, on-the-job training, etc. Although not required by regulation, formal training may be provided. This training should be given a sufficient high ranking within the appropriate training priorities. c. If the employee's performance continues to be unacceptable in one or more critical elements after the opportunity to improve period has expired, the supervisor may take one or more of the following actions in accordance with appropriate regulation. The rule of progressive action should be considered to the extent consistent with law, rule and regulation. Selection of the action to be taken shall not be based on arbitrary or capricious reasons. (1) Reassignment (2) Denial of within grade increase (3) Reduction in grade (4) Removal d. Prior to taking any action in paragraph (c) above, the employer shall provide the employee a reasonable opportunity to improve performance as follows: (1) Upon determining that the employee is performing at an unacceptable level in regard to one or more critical elements, his/her immediate supervisor shall meet with the employee and identify, in writing, the elements which are not properly being performed, the minimum level of acceptable performance, and the exact manner to which the employee can meet the supervisor's expectation. (2) The employee shall be given a reasonable time to demonstrate acceptable performance, in accordance with 15.04(a) above. (3) If during the opportunity period, the employee demonstrates acceptable performance, all references to unacceptable performance shall be removed from the employee’s personnel file after completion of the rating period. (4) If the employee’s performance improves to an acceptable level during the advance notice period of removal or demotion after having failed an opportunity to improve period, and continues to be acceptable for 1 year from the beginning date of the advance notice period, the Employer will remove any records of less than acceptable performance from the employee’s records. e. If during the notice period, the employee demonstrates acceptable performance, the Employer must consider such performance and may rescind the notice of proposed action.

PERFORMANCE PROBLEMS. a. To maintain a quality civilian workforce and encourage employees to strive for top performance, supervisors should take positive action as soon as a performance problem is observed. At any time during the performance appraisal cycle that the employee's performance in one or more critical elements becomes less than acceptable”Fully Successful”, the supervisor will initiate an opportunity period to give the employee a reasonable amount of time to demonstrate acceptable performance. This means an amount of time commensurate with the duties and responsibilities of the employee's position sufficient to allow the employee to show whether he or she can perform acceptably to the standards. b. The supervisor will help the employee improve performance during the opportunity period. This can include supervisory instruction and counseling personal demonstration, peer coaching, frequent reporting, special assignments, on-the-job training, etc. Although not required by regulation, formal training may be provided. This training should be given a sufficient high ranking within the appropriate training priorities. c. If the employee's performance continues to be unacceptable in one or more critical elements after the opportunity to improve period has expired, the supervisor may take one or more of the following actions in accordance with appropriate regulation. The rule of progressive action should be considered to the extent consistent with law, rule and regulation. Selection of the action to be taken shall not be based on arbitrary or capricious reasons. (1) Reassignment (2) Denial of within grade increase (3) Reduction in grade (4) Removal d. Prior to taking any action in paragraph (c) above, the employer shall provide the employee a reasonable opportunity to improve performance as follows: (1) Upon determining that the employee is performing at an unacceptable level in regard to one or more critical elements, his/her immediate supervisor shall meet with the employee and identify, in writing, the elements which are not properly being performed, the minimum level of acceptable performance, and the exact manner to which the employee can meet the supervisor's expectation. (2) The employee shall be given a reasonable time to demonstrate acceptable “Fully Successful” performance, in accordance with 15.04(a) above. (3) If during the opportunity period, the employee demonstrates acceptable performance”Fully Successful” performance and continues to perform at a “fully successful” level for one year from the beginning of the opportunity period, all references to unacceptable performance shall be removed from the employee’s personnel file records after completion of the rating period. (4) If the employee’s performance improves to an acceptable a “Fully Successful” level during the advance notice period of removal or demotion after having failed an opportunity to improve period, and continues to be acceptable for 1 year from the beginning date of the advance notice period, the Employer will remove any records of less than acceptable performance from the employee’s records. e. If during the notice period, the employee demonstrates acceptable “Fully Successful” performance, the Employer must consider such performance and may rescind the notice of proposed action. f. Management will take appropriate action to timely effect any changes to an employee’s performance records when it has been determined appropriate under the negotiated grievance procedures of the MLA or other appeal process.

PERFORMANCE PROBLEMS. a. To maintain a quality civilian workforce and encourage employees to strive for top performance, supervisors should take positive action as soon as a performance problem is observed. At any time during the performance appraisal cycle that the employee's performance in one or more critical elements becomes less than acceptable, the supervisor will initiate an opportunity period to give the employee a reasonable amount of time to demonstrate acceptable performance. This means an amount of time commensurate with the duties and responsibilities of the employee's position sufficient to allow the employee to show whether he or she can perform acceptably to the standards. b. The supervisor will help the employee improve performance during the opportunity period. This can include supervisory instruction and counseling personal demonstration, peer coaching, frequent reporting, special assignments, on-the-job training, etc. Although not required by regulation, formal training may be provided. This training should be given a sufficient high ranking within the appropriate training priorities. c. If the employee's performance continues to be unacceptable in one or more critical elements after the opportunity to improve period has expired, the supervisor may take one or more of the following actions in accordance with appropriate regulation. The rule of progressive action should be considered to the extent consistent with law, rule and regulation. Selection of the action to be taken shall not be based on arbitrary or capricious reasons. (1) Reassignment (2) Denial of within grade increase (3) Reduction in grade (4) Removal d. Prior to taking any action in paragraph (c) above, the employer shall provide the employee a reasonable opportunity to improve performance as follows: (1) Upon determining that the employee is performing at an unacceptable level in regard to one or more critical elements, his/her immediate supervisor shall meet with the employee and identify, in writing, the elements which are not properly being performed, the minimum level of acceptable performance, and the exact manner to which the employee can meet the supervisor's expectation. (2) The employee shall be given a reasonable time to demonstrate acceptable performance, in accordance with 15.04(a) above. (3) If during the opportunity period, the employee demonstrates acceptable performance, all references to unacceptable performance shall be removed from the employee’s employee‟s personnel file after completion of the rating period. (4) If the employee’s employee‟s performance improves to an acceptable level during the advance notice period of removal or demotion after having failed an opportunity to improve period, and continues to be acceptable for 1 year from the beginning date of the advance notice period, the Employer will remove any records of less than acceptable performance from the employee’s employee‟s records. e. If during the notice period, the employee demonstrates acceptable performance, the Employer must consider such performance and may rescind the notice of proposed action.