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Human Resources Desk Guide (HRDG)

Subchapter 4752 - Disciplinary or Alternative Action
Section B - How Misconduct and Performance Action Differ


 



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Conduct vs. Performance

Conduct (or behavior) problems must be handled differently from the way that performance problems are handled due to varying Federal regulations which pertain to these issues. Also, conduct problems relate to a violation of the conduct and responsibility regulations; whereas, performance problems relate to an inability to do the job.

Performance problems are not addressed in this subchapter, but will be addressed in a later subchapter in your Human Resources Desk Guide. For more information on handling performance problems, contact your servicing Employee Relations Specialist in Section A.

Chart to Explain The following chart differentiates between conduct and performance issues:|
Conduct/behavior problem Performance deficiency
Employee refuses to work or will not do something Employee lacks ability to do the assigned work or is incapable of performing satisfactorily
Won't do something -
Example: Insubordination
Can't do something -
Example: typist making lots of typing errors
Violates the standards of conduct regulations Does not meet the requirements in the performance standards
Take action to correct misconduct (MUST use disciplinary/adverse action regulations or take an alternative action) Take action to correct performance (MUST use performance management regulations and give employee an opportunity to improve performance)

Disciplinary actions include (but are not limited to):

  • Letter of reprimand
  • Suspension
  • Reduction in grade or pay
  • Removal

Performance-based actions include:

  • Reassignment
  • Reduction in grade or pay
  • Removal
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