Section F - Addressing Unacceptable Performance
||This section provides guidance on what to do if an employee's performance is determined to be unacceptable.
Performance cases can be processed under 5 Code of Federal Regulations, Part 432. (Performance)
MRP Employee and Management Relations (Employees Only )
|Notifying the Employee||
If addressing poor performance supervisors need to identify and document the problem, before a Performance Improvement Plan (PIP) is put into place. Documentation should include:
The supervisor should also work with the employee to improve his/her performance utilizing tools such as coaching, on-the-job assistance, and formal training.
If an employee's performance at any time during the rating cycle is determined to be unacceptable in one or more critical elements , the supervisor must notify the employee, in writing, of the critical element(s) for which performance is unacceptable; and inform the employee of the performance requirement that must be attained to demonstrate acceptable performance.
Supervisors should provide assistance to employees with a Minimally Satisfactory summary rating of any kind, to raise their performance to a Fully Successful level. The rating official should inform the employee of the performance deficiencies and discuss efforts that both the supervisor and employee will take to assist the employee in overcoming the deficiencies, including ensuring the performance expectations to reach the Meets Fully Successful level in every element are documented and clearly communicated.
|Performance Improvement Plan (PIP)||
For each critical element in which employee performance is determined to be unacceptable, the supervisor must provide the employee a reasonable opportunity to demonstrate acceptable performance, which is appropriate for the responsibilities of the employee's position, and place the employee on a PIP.
The PIP must clearly identify and describe the performance deficiencies in the performance elements and standards for which the employee's performance is at the unacceptable level. The supervisor should inform the employee that unless his/her performance in the critical element(s) improves and is sustained at an acceptable level, the employee may be reassigned, reduced in grade, or removed.
|Overview of the PIP Process||
The following table describes what happens when an employee is placed on a PIP:
| Additional Guidance
The above requirements to establish a Performance Improvement Plan exclude employees as listed in 5 CFR, Section 432.102(f) including employees in the competitive service who are serving a probationary or trial period under an initial appointment.
Supervisors may also address performance issues using 5 Code of Federal Regulations Chapter 432 or 752.