CIVILIAN PERSONNEL PROCEDURES...CIVILIAN PERSONNEL PROCEDURES •CONDUCT and DISCIPLINE...
Transcript of CIVILIAN PERSONNEL PROCEDURES...CIVILIAN PERSONNEL PROCEDURES •CONDUCT and DISCIPLINE...
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CIVILIAN PERSONNEL
PROCEDURES
•CONDUCT and DISCIPLINE
•PERFORMANCE MANAGEMENT
•NEW 2 YEAR PROBATIONARY PERIOD
•Facilitated by: Shari Oehrle, NETC HRO
Head, Labor and Employee
Relations Department
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CONDUCT OR
PERFORMANCE
●Misconduct: A failure or Refusal to Comply
with a Rule, Regulation or Requirement.
●Poor Performance: A failure to Perform the
Duties of a Position at an Acceptable Level of
Quantity, Quality, or Timeliness.
Can do vs. Won’t do
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DISCIPLINE
•Purpose of Disciplinary Actions:
●To maintain an Efficient, Productive and
Orderly Work Environment.
●To correct employee misconduct.
●NOT to punish an employee.
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DISCIPLINARY ACTIONS
FOR CONDUCT
•Action is taken under 5 U.S.Code - Chapter 75
•Corrective in nature
•Progressively More Severe
•Taken Only for Just Cause
(Enforcing rules fairly and consistently)
•Maintain Morale and Improve Behavior
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FREQUENT CAUSES OF
MISCONDUCT PROBLEMS
●Employee’s Personal ●Bad Example by Coworkers
Problems or Supervisor
●Poor Attitude Toward ●Provocation by Supervisor
Work or Coworkers
●Lax or Inconsistent ●Lack of Maturity
Enforcement of Rules ●Pressure and Personal Stress
●Desire for Personal ●Misunderstanding of the
Gain Rules
●Lack of Motivation
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COMMON ERRORS IN
DISCIPLINARY ACTIONS
•Allowing a problem to continue too long before
corrective action is taken.
•Failing to communicate rules and requirements to
employees.
•Inconsistent enforcement of rules.
•Reassigning employees rather than correcting
problems.
•Basing disciplinary action on personal anger.
•Uneven or arbitrary penalties for similar offenses.
•Failure to fully investigate facts.6
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SUPERVISOR’S ROLE IN
CORRECTING MISCONDUCT
•Spot Problems That Require Correction
•Accurately Analyze Type of Problem – Conduct or
Performance
•Refer Employees For Assistance, if Appropriate
•Communicate Rules, Requirements, and
Expectations
•Recommend or Take Corrective Action
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GATHERING THE FACTS
•A good pre-action fact finding investigation
answers important questions.
•WHAT happened?
•WHEN did it happen?
•WHERE did it happen?
•WHO was involved?
•WHY did it happen?
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CONSIDERATIONS IN
DISCIPLINARY ACTIONS
•Investigation Results
•Evidence of Wrongdoing
•Applicable Rules or Regulations
•Communicating Rules to Employees, where they
aware?
•Consistent Enforcement
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DECIDING A COURSE OF
ACTION
•Do the facts warrant the need for disciplinary
action?
•Is the offense minor or major?
•What action will likely fix the problem?
•DOUGLAS FACTORS
•(Douglas v. VA, 5 MSPB 313, 81 FMSR 7037)
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POSSIBLE PENALTIES
•Verbal Counseling or Warning
•Letter of Caution
•Letter of Reprimand
•Suspension
•Reduction in Grade
•Removal From the Federal Service
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SPECAIL CONSIDERATIONS IN
DISCIPLINARY ACTIONS
An Employee who has a medical condition may
qualify as a Qualified Handicapped Employee who
may require a Reasonable Accommodation.
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SUPERVISORS’
EXPECTATIONS
Supervisors who have clearly communicated the
rules and the requirements, and who follow those
rules and requirements themselves, can
reasonably expect that employees will conduct
themselves in an appropriate manner.
Steps to Success:
●Be fair and consistent.
●Communicate clearly and be a good listener.
●Be objective in evaluating facts.
●Set the example. 13
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EMPLOYEE RIGHTS
•Verbal Counseling and Letter of Caution are not
considered disciplinary in nature and are not
placed in the Official Personnel Folder. Not
greivable or appealable but may be subject to EEO
complaint.
•Letter of Reprimand and Suspensions of 14 days
or less are considered disciplinary actions that may
be grieved (AGS) or subject to EEO complaint.
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EMPLOYEE RIGHTS
(con’t)
•Suspensions for 15 days or more, including
indefinite suspensions, removal, reduction in grade
or pay and furloughs of 30 days or less are
considered adverse actions and if eligible, may be
appealed to the MSPB or filing a complaint under
EEO regulations.
•The Douglas Factors must always be considered
when deciding an adverse action.
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PERFORMANCE
•Does the employee have the skills and abilities to
perform the duties/tasks of the position?
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PERFORMANCE
• The law and regulations specifically exclude
probationary/trial employees from the procedures
that require the use of an opportunity period. This
exclusion is because the entire probationary period
is similar to an opportunity period. These
employees should receive closer supervisor
instruction and training as needed.
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PERFORMANCE
• Performance Rating/Reviews
•Mandatory 3 meetings, more are encouraged. Mid-year
progress review Mandatory end of cycle progress review
and rating
•Close out rating required if supervisor or employee
leaves/transfers before end of cycle
• Performance Rating:
•Each critical elements/job objectives rated as 1 -3 -5
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THE
PERFORMANCE REVIEW
• What to include or not include in the Performance
Review
• The Review is to evaluate how the employee
performed assigned duties
• Be Truthful
• Include successes
• Note any necessary improvements with examples
• DO NOT INCLUDE CONDUCT
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POOR PERFORMANCE
• Poor Performance can be addressed in one of
two ways under 5 USC: Chapter 43 or Chapter 75
• Under Chapter 43 you must give the employee an
opportunity to improve – a performance
improvement period (PIP).
•You must provide assistance during this period,
such as training
• A PIP is not required under Chapter 75
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COMMUNICATE
COMMUNICATING EXPECTATIONS AND
PERFORMANCE PROBLEMS
• Most performance problems can be resolved
through effective communication between
supervisors and employees. A counseling session
is an opportunity to clarify expectations and
discuss performance problems.
• Ensure the position description is accurate
• Ensure the performance plan is established
• Ensure the standards are clear and reasonable21
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2 YEAR PROBATION
• The National Defense Authorization Act (NDAA)
for fiscal year 2016 amended title 10, US Code by
adding section 1599e.
• This new section requires the appointment of
“covered employees” within the Department of
Defense shall become final only after the employee
has served a probationary period of two years.
This applies to anyone hired after November 26,
2015.
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2 YEAR PROBATON (con’t)
● The 2 year probation applies to any new
permanent appointments within the competitive
service and all new SES appointments.
However, you must determine if a new employee
has prior federal service that may count toward the
probationary/trial period.
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2 YEAR PROBATION (con’t)
● What does this mean?
• Employees in the competitive service must
complete 2 years of service before they gain full
appeal rights with the Merit Systems Protection
Board (MSPB)
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FINAL COMMENTS
• COMMUNICATION is key to a successful
probation period.
• Documentation of any and all counseling
sessions related to performance and/or conduct is
critical. Especially so when proposing removal for
an unsatisfactory probation period.
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The END
QUESTIONS?
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