Unacceptable Performance. A. The Employer agrees to abide by the following procedures for Employees who have successfully completed a probationary period in their current position but have been determined to be performing unacceptably with regard to one or more critical elements of the position. Such Employees will be provided a written Opportunity to Improve (OTI) that affords a reasonable opportunity to improve (normally a minimum of ninety [90] calendar days) prior to initiation of any demotion or removal action based upon unacceptable performance. The OTI will explain that initiation of action to demote or remove may begin if the Employee’s performance fails to improve in accordance with the OTI. This OTI shall identify the assistance that will be provided to the Employee during the opportunity to improve period. Such assistance may include training, counseling, coaching, setting short-term specific job assignments and goals, and regularly scheduled supervisory conferences.
B. After the end of the OTI period, if the Employee’s performance is determined to be “Fully Successful” the OTI will be ended. If the Employee’s performance is not successful after ninety (90) days but the Employee has demonstrated significant improvement in performance, management will consider extending the opportunity to improve period for another thirty (30) days.
C. If action for unacceptable performance is necessary, prior to proposing removal or demotion of the Employee, management may, but is not required to, consider reassigning the Employee to an available vacant position for which the Employee qualifies and which the Employee can reasonably be expected to perform at the “Fully Successful” level with a minimum of training.
D. Action to demote or remove an Employee for unacceptable performance will be initiated by a thirty (30) day notice to the Employee. At a minimum, the notice will include:
1. The Nature of the Proposed Action.
2. Identification of the Performance Element(s), which the Employee failed to meet.
3. A Specific Explanation of the Performance that is the basis for the action.
4. The Employee’s right to respond verbally and in writing within ten (10) workdays. Extensions for good cause will be granted.
5. The Employee’s right to be represented.
Unacceptable Performance. Section 1.A. The actions covered by the provisions of this Article are: reduction in grade and removal for unacceptable performance for employees serving in bargaining unit positions at the time the action was initiated.
Unacceptable Performance. If at any time during the rating period, the rating official deems an employee’s performance to be deficient they will take action in accordance with the Performance DR. Whenever possible, actions to place an employee on a Demonstration Opportunity Plan will be taken early enough in the fiscal year to allow the employee to improve their performance to a fully successful level prior to being given their rating of record for the year.
Unacceptable Performance. If performance is considered to be at the Unacceptable level in one or more critical elements after documented counseling and assistance regarding performance deficiencies so that the employee is aware the deficiencies, a letter of warning will be issued to the employee. To the extent practicable, counseling will be face-to-face. The letter will state that performance is considered to be Unacceptable, establish a period (normally a minimum of 90 days) during which the employee will be expected to attain the Fully Successful level in the deficient element(s), and generally include the following:
a. Identification of each critical element in which performance is considered to be Unacceptable and description of those aspects of work that are deficient.
b. What performance is required to overcome the deficiencies.
c. The personnel action (reassignment, demotion, or removal) that may result if performance is not improved to the Fully Successful level and generally, the types of assistance management determines necessary to improve performance.
Unacceptable Performance. SECTION A: This Article applies only to bargaining unit employees who have completed their probationary or trial period, except to the extent prohibited by laws and regulations.
SECTION B: Prior to issuing a notice of proposed action based on unacceptable performance, Management will issue a letter to the employee that contains the following:
1. an identification of the critical elements and performance standards for which performance is unacceptable;
2. a performance improvement plan (PIP) to attempt to bring the employee performance up to an acceptable level;
3. a statement that the employee has a reasonable period of time, not less than 90 calendar days, in which to bring performance up to an acceptable level;
4. a description of what Management will do to assist the employee to improve the allegedly unacceptable performance during the performance improvement period; and
Unacceptable Performance. The employee is eligible to re-request participation 60 days after expiration of the PIP.
Unacceptable Performance. If performance is considered to be at the Unacceptable level in one or more critical elements after counseling and assistance, a letter of warning will be issued to the employee. The letter will state that performance is considered to be Unacceptable, establish a period (normally a minimum of 90 days), during which the employee will be expected to attain the Fully Successful level in the deficient element(s), and generally include the following:
1. Identify each critical element in which performance is Unacceptable and provide description of the deficient work activities.
2. Describe specifically the performance required to overcome the deficiencies.
3. State the resulting personnel action (reassignment, demotion, or removal) if performance is not improved to the Fully Successful level.
Unacceptable Performance. Any action taken under Article 23.
Unacceptable Performance. If performance is considered to be at the Unacceptable level in one or more critical elements after the employee is made aware, the procedures in 5 U.S.C. Chapter 43 or 75 will be used to address the deficiency. To the extent practicable, counseling sessions will be face-to-face. If an employee is provided an opportunity to improve performance (e.g. PIP) under Chapter 43, the notice will state that performance is considered to be Unacceptable, establish a period (normally 90 days) during which the employee will be expected to attain the Fully Successful level in the deficient element(s), and generally include the following:
a. Identification of each critical element in which performance is considered to be Unacceptable and description of those aspects of work that are deficient.
b. What performance is required to overcome the deficiencies. The personnel action (reassignment, demotion, or removal) that may result if performance is not improved to the Fully Successful level and generally, the types of assistance management determines necessary to improve performance.
Unacceptable Performance. If, at any time during the rating period, the supervisor believes that an employee’s performance would be rated as “does not meet fully successful” on any critical or non-critical element, the supervisor shall, without undue delay, hold a progress review with the employee to discuss the unacceptable performance.
