Dealing With Unacceptable Performance Sample Clauses

Dealing With Unacceptable Performance. Introduction: The Performance Management Program is set forth in FSH 6109.13 Chapter 10 and applicable provisions of this Master Agreement. Performance Manage- ment is an ongoing effort, not only an annual or semiannual appraisal. If at any time during the rating period, the rating official deems an employee’s performance to be deficient in any element, standard, or measure, it is the rating official’s responsibility to promptly communicate with the employee to identify and address the issue with the objective of preventing the need for adverse action. The rating official should re- view the current performance plan with the employee to ensure that it is accurate and that expectations have clearly been communicated to the employee. Rating officials may need to provide follow-up counseling and additional training to assist the employee. Rating officials should maintain examples of deficient performance and should document all counseling sessions. Also, see Article 16 Section 3 regarding notice requirements and opportunity to perform if a career-ladder promotion or see FSH 6109.13 Chapter 10 when within-grade increase is in jeopardy (nonadverse action). If the deficient performance is related to misconduct that is having a negative effect on the employee’s performance, rating officials shall consider appropriate action to correct the employee’s conduct, in accordance with Article 22.