Addressing Unacceptable Performance. A. At any time during the rating period, if the supervisor identifies that an employee’s performance in one or more critical elements is at the unacceptable level, the supervisor may notify the employee of the critical elements for which performance is unacceptable and inform the employee of the performance requirement(s) or standard(s) that must be attained in order to demonstrate acceptable performance with the issuance of a Performance Improvement Plan (PIP).
Addressing Unacceptable Performance. The provisions in this Article shall not preclude the Agency from taking an action for unacceptable performance under 5 U.S.C. Chapter 75. A supervisor is not required to use the procedures in this Section or 5 U.S.C. Chapter 43 when taking an action for unacceptable performance.
Addressing Unacceptable Performance. It is the responsibility of the Agency to monitor employee performance throughout the rating period and take steps to assist employees in improving performance.
Addressing Unacceptable Performance a. If at any time during the performance appraisal cycle an Immigration Judge’s performance is determined to be unsatisfactory in one or more critical elements, the Agency will notify the Judge in writing of the critical element(s) in which performance is unsatisfactory and inform the Judge in writing of the performance requirement(s) or standard(s) that must be attained in order to demonstrate acceptable performance in his or her position. This written notice will be called a “Performance Improvement Plan” (PIP).
Addressing Unacceptable Performance. (1) If at any time during the rating period an Employee’s performance in any element/objective is unacceptable/rated “Fails”, the employee must be placed on a Performance Improvement Plan (PIP). The PIP outlines the performance areas that are unacceptable/failing, how they are unacceptable/failing and what is required to improve performance. Supervisors are encouraged to seek advice and assistance from the servicing XXXX in preparing the PIP. The employee must be afforded a period of opportunity to improve for a minimum of 30 calendar days. If at the conclusion of the PIP the employee’s performance has improved to acceptable/successful, no further action is necessary.
Addressing Unacceptable Performance
