IDENTIFYING AND ADDRESSING PERFORMANCE AND MISCONDUCT PROBLEMS

1
PERFORMANCE MANAGEMENT MISCONDUCT

• IDENTIFYING AND ADDRESSING PERFORMANCE AND
  MISCONDUCT PROBLEMS

2

TODAYS TOPICS

• - WHAT IS POOR PERFORMANCE
• - DISTINGUISH POOR PERFORMANCE FROM MISCONDUCT
• - WHO ADDRESSES POOR PERFORMANCE AND MISCONDUCT
  PROBLEMS

3

TODAYS TOPICS

• - HOW TO ADDRESS POOR PERFORMANCE
• -PERFORMANCE ASSISTANCE PLAN (PAP)
• -PERFORMANCE IMPROVEMENT PLAN (PIP)
• -ADVERSE ACTIONS
• -GRIEVANCES/APPEALS

4

TODAYS TOPICS

• - HOW TO SUCCESSFULLY ADDRESS MISCONDUCT
  PROBLEMS USING PROGRESSIVE DISCIPLINE
• -LETTERS OF WARNING
• -REPRIMANDS
• -SUSPENSIONS
• -REMOVALS
• -GRIEVANCES/APPEALS

5

TODAYS TOPICS

• - WHAT PRELIMINARY STEPS DO I TAKE
• - WHERE DO I GO FOR ASSISTANCE

6
WHAT IS POOR PERFORMANCE?

• - FAILURE TO MEET FULLY SUCCESSFUL PERFORMANCE
  LEVEL
• -ONE CRITICAL JOB ELEMENT IS RATED LESS THAN
  FULLY SUCCESSFUL RESULTS IN MINIMALLY
  SATISFACTORY RATING
• -ONE CRITICAL JOB ELEMENT RATED UNSATISFACTORY
  RESULTS IN UNSATISFACTORY RATING

7
DISTINGUISH POOR PERFORMANCE FROM MISCONDUCT

• - MISCONDUCT IS A FAILURE TO COMPLY WITH
  WORKPLACE RULES, REGULATIONS, POLICIES OR
  INSTRUCTIONS
• -TARDINESS
• -ABSENTEEISM
• -FIGHTING
• -FALSIFICATION

8
DISTINGUISH POOR PERFORMANCE FROM MISCONDUCT

• - SOMETIMES MISCONDUCT RESULTS IN PERFORMANCE
  ISSUES
• -TARDINESS AND ABSENTEEISM COULD RESULT IN
  FAILURE TO PERFORM WORK ASSIGNMENTS IN A TIMELY
  MANNER

9
WHO ADDRESSES POOR PERFORMANCE AND MISCONDUCT?

• SUPERVISOR INITIATES ACTION
• SERVICING HRO PROVIDES TECHNICAL ASSISTANCE
• SENIOR MANAGEMENT PROVIDES MANAGERIAL SUPPORT

10
HOW TO ADDRESS POOR PERFORMANCE

• PERFORMANCE ASSISTANCE PLAN (PAP)
• -45 DAY PERIOD
• -REQUIRED FOR BARGAINING UNIT EMPLOYEES/RECO
  MMENDED FOR NON BARGAINING UNIT EMPLOYEES
• -REVIEW PERFORMANCE WITH EMPLOYEE
• -UNION CAN BE ALLOWED (SUPV DISCRETION)
• -MEMO TO EMPLOYEE WITH INTERIM RATING OF
  RECORD OF MINIMALLY SATISFACTORY
• -IDENTIFY LESS THAN FULLY SUCCESSFUL
  ELEMENTS

11
HOW TO ADDRESS POOR PERFORMANCE

• RESULTS OF THE PAP
• -PROVIDE FEEDBACK TO EMPLOYEE
• -CHANGE INTERIM RATING TO RATING OF RECORD
  PROVIDED PERFORMANCE HAS IMPROVED
• TO FULLY SUCCESSFUL
• -IF STILL MINIMALLY, PREPARE RATING OF RECORD
• -CAN EXTEND PAP
• -MOVE TO PIP IF PERFORMANCE DROPS TO
  UNSATISFACTORY

12
HOW TO ADDRESS POOR PERFORMANCE

• CONSEQUENCES OF MINIMALLY SATISFACTORY RATING
• -WITHIN GRADE INCREASE DENIED
• -NEGATIVE CONSEQUENCES IN CASE OF A RIF
• -NO CAREER LADDER PROMOTION

13
HOW TO ADDRESS POOR PERFORMANCE

• PERFORMANCE IMPROVEMENT PLAN (PIP)
• -USED WHEN PERFORMANCE DROPS TO UNSATISFACTORY
• -FORMAL OPPORTUNITY FOR EMPLOYEE TO IMPROVE
  PERFORMANCE
• -REQUIRED BY STATUE
• -PAP INITIATED
• -15-DAY TIME LIMIT TO ISSUE PIP
• -REVIEWING OFFICIAL APPROVES PIP
• -UNION NOTIFIED/ALLOWED TO PARTICIPATE

14
HOW TO ADDRESS POOR PERFORMANCE

• PERFORMANCE IMPROVEMENT PLAN (PIP)
• -MEET WITH EMPLOYEE TO DISCUSS PIP
• -TIME PERIOD MINIMUM OF 60 DAYS
• -EMPLOYEE CANNOT BE REASSIGNED DURING PIP
• -LEAVE SHOULD BE APPROVED SPARINGLY DURING PIP

15
HOW TO ADDRESS POOR PERFORMANCE

• RESULTS OF PIP FULLY SUCCESSFUL
• -REMOVE MEMO AND PIP FROM EMPLOYEE PERFORMANCE
  FOLDER
• -DESTROY AFTER ONE YEAR
• -ISSUE NEW RATING

16
HOW TO ADDRESS POOR PERFORMANCE

• RESULTS OF UNSUCCESSFUL PIP
• ADVERSE ACTIONS
• -REASSIGNMENT TO ANOTHER POSITION, SAME GRADE
• -REDUCTION IN GRADE
• -REMOVALS
• -GRIEVANCES/APPEALS

17
HOW TO SUCCESSFULLY ADDRESS MISCONDUCT

• - PROGRESSIVE DISCIPLINE
• -LETTERS OF WARNING
• -REPRIMANDS
• -SUSPENSIONS
• -REMOVALS
• -GRIEVANCES/APPEALS
• -DOUGLAS FACTORS

18
WHAT PRELIMINARY STEPS DO I TAKE TO ADDRESS ISSUES

• KEEP DOCUMENTATION
• GIVE FEEDBACK TO EMPLOYEE
• EXPECT TO BE SCRUTINIZED

19
WHERE DO I GO FOR ASSISTANCE?

• - CALL YOUR SERVICING HUMAN RESOURCES OFFICE
• -RTP
• JAMES RENO
• VELDA HOLMES
• -CINCINNATI
• DAVID MICK

20
QUESTIONS?

• - YOU MAY ASK ME NOW
• - YOU MAY CALL YOUR HRO
• -GENERAL PARS QUESTIONS
• SUZANNE ROBERTS, RTP
• MICHAEL H. DAVIS, RTP
• DAVID MICK, CINCINNATI
• -CONDUCT PERFORMANCE QUESTIONS
• VELDA HOLMES, RTP
• JIM RENO, RTP
• DAVID MICK, CINCINNATI