| n Opportunity to Improve n Performance Improvement n Performance Based Actions n Within-Grade-Increase n Documentation n Performance Discussions n Below "Fully Successful" Performance |
There are many possible causes for an employee's performance and/or conduct problem, for example, illness, disability, substance abuse, personality conflict, family problems, lack of training, low job morale, etc. The nature of the problem will determine the course of action to be taken. Maybe the employee should be referred to the Employee Assistance Program for drug or alcohol abuse counseling, or a fitness-for-duty medical examination may be needed to determine physical or mental capability to do the job.
If it is misconduct or delinquency, such as tardiness, failure to properly request leave, insubordination, theft, etc., then your option could be to take disciplinary action. For guidance on administering discipline refer to Discipline and Adverse Actions.
If the problem is failure to meet one or more critical results you have established on the employee's performance plan, then appropriate actions would be taken under the Performance Management Program. Initial steps could include performance counseling, training, and/or closer supervision. If performance continues to be unacceptable, then more severe actions could be reassignment, demotion, or removal.
There may be instances where the problems are both performance and conduct. In these cases you could take action under either program, or both simultaneously.
For additional information visit OPM's web site on dealing with poor
performers.
| REF: n Title 5 USC Ch 43 n 5 CFR Part 430 |
