Performance Based Actions. The Center may discipline an employee for reasons related to the employee’s performance. In such cases, a performance improvement plan, if appropriate, will be incorporated into the progressive disciplinary process. Before an employee may be disciplined for performance‐related reasons, the Center will adhere to the prerequisites for disciplinary action found in Section 24.4 above.
Performance Based Actions a. Should all remedial action fail and the employee' s performance is determined to be unacceptable, one of the following actions will be taken: reassignment, reduction to the next lower appropriate grade, or removal.
Performance Based Actions. The actions covered by the provisions ofthis Article are: reduction in grade and removal for unacceptable performance pursuant to 5 U.S.C. 4303, for employees in bargaining unit positions at the time the action was initiated.
Performance Based Actions. A. Once an employee has been afforded a reasonable opportunity to demonstrate acceptable performance, as provided for in Section 17.3 above, the Agency may propose a reduction in grade or removal action if the employee’s performance, dur- ing or following the opportunity to demonstrate acceptable performance, is unacceptable in one (1) or more of the critical elements for which the employee was afforded an opportunity to demonstrate acceptable performance.
Performance Based Actions. Should the employee’s performance remain unacceptable while on a PIP, the employee shall receive a rating to reflect his/her level of performance. The Agency will then proceed with Action to reassign the employee, or adverse action to reduce in grade, or remove the employee. Such action will be processed pursuant to Agency regulations and existing laws. Employees may grieve reassignments pursuant to this section under Article 19, Negotiated Grievance Procedure.
Performance Based Actions. A. Management will initiate a performance-based action if, despite the additional assistance provided in accordance with the OPS plan, the employee’s performance has not improved to the Successful Contribution Level by the end of the OPS period. This will result in the employee’s reassignment to another position, reduction in grade, or termination.
Performance Based Actions. 28 Section 1. General 28 Section 2. Initial Procedure 28 Section 3. Notice of Proposed Action 28 Section 4. Notice of Decision 28 Article 13 Disciplinary Actions 29 Section 1. General 29 Section 2. Procedures for Suspension 29 Section 3. Grievance/Arbitration Rights 30 Section 4. Evidence 31 Section 5. Exception to Disciplinary Action Appeals 31 Article 14 Adverse Actions 31 Section 1. General 31 Section 2. Written Notice 32 Section 3. Evidence 32 Section 4. Notice of Decision 32 Section 5. CFR Precedence 33
Performance Based Actions. In any grievance involving performance appraisals, prior to Step Two (2) of the Formal Grievance, the management will establish a three (3) person panel to review the performance appraisal and make a recommendation to the Adjutant General. The Adjutant General shall, within ten (10) workdays of receiving the recommendation from the panel, render a written decision. If the employee is dissatisfied with the decision rendered by The Adjutant General, the Union may proceed to arbitration.
Performance Based Actions. A. Should an employee’s performance continue to be Unacceptable and the employee's performance is determined to be Unacceptable after the reasonable opportunity to improve said performance to an acceptable level through a PIP, the supervisor will consider the following possible personnel actions:
Performance Based Actions a. The Emplo yer agrees to provide employees with a written Performance Improvement Plan (PIP) and a reasonable opportunity to improve (normally a minimum of ninety (90) days) prior to initiation of adverse action against the Employee based upon unsuccessful performance. The PIP will explain that initiation of an adverse action may begin if the employee’s performance fails to improve in accordance with the PIP or the employee’s improved performance is not sustained for one year.
