1. IDENTIFYING AND ADDRESSING PERFORMANCE AND MISCONDUCT PROBLEMS

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

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

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

5. - WHAT PRELIMINARY STEPS DO I TAKE - WHERE DO I GO FOR ASSISTANCE

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

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

9. - SUPERVISOR INITIATES ACTION - SERVICING HRO PROVIDES TECHNICAL ASSISTANCE - SENIOR MANAGEMENT PROVIDES MANAGERIAL SUPPORT

10. - PERFORMANCE ASSISTANCE PLAN (PAP) -45 DAY PERIOD -REQUIRED FOR BARGAINING UNIT EMPLOYEES/RECOMMENDED 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. - 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. - CONSEQUENCES OF MINIMALLY SATISFACTORY RATING -WITHIN GRADE INCREASE DENIED -NEGATIVE CONSEQUENCES IN CASE OF A RIF -NO CAREER LADDER PROMOTION

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

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

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

18. - KEEP DOCUMENTATION - GIVE FEEDBACK TO EMPLOYEE - EXPECT TO BE SCRUTINIZED

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

20. - 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