Federal personnel manual system

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Material Information

Title:
Federal personnel manual system
Portion of title:
FPM letter
Physical Description:
Book
Language:
English
Creator:
United States Civil Service Commission
United States -- Office of Personnel Management
Publisher:
United States Civil Service Commission
Place of Publication:
Washington, D.C
Frequency:
irregular
completely irregular

Subjects

Subjects / Keywords:
Personnel management -- Handbooks, manuals, etc -- United States   ( nal )
Civil service -- Handbooks, manuals, etc -- United States   ( lcsh )
Personnel management -- Handbooks, manuals, etc -- United States   ( lcsh )
Genre:
federal government publication   ( marcgt )
periodical   ( marcgt )

Notes

Issuing Body:
Vols for 1979- issued by: Office of Personnel Management.
General Note:
Description based on: 410-19 (Aug. 22, 1977); title from caption.
General Note:
Latest issue consutled: 292-23 (No. 3, 1983); title from caption.

Record Information

Source Institution:
University of Florida
Rights Management:
All applicable rights reserved by the source institution and holding location.
Resource Identifier:
aleph - 021549616
oclc - 06727309
lccn - 2009238041
System ID:
AA00012996:00066


This item is only available as the following downloads:


Full Text

of Peronnel Management FPM Leuter 751-2

pl sonelManua spstem


taklAg Action on the Problem Zmployee
AETVM (SMM SUPERSEODD

m salno' nshnton, D. C. 20415
A~p february 4, 1983
fs 4nlf independent Establshme



Xitpr oal4 of the, Civil Servic V o enhance the
0 to masnge by establishing s'yste curate appraisal
4yeast performance, and simplifying the proce ures for dealing with
I ea, %tverthelesv,4 t am concerned that supervisors and managers may
altog f oll use of the many options to deal with problem employees,
this timiv of 4overhandut contraction, managers: and supervisors
pt,4f possible f ron employees. Most employees are self -discl-
to.% work for their own and the agency's host interest. A
4 Apageenttive can beat be spent by rewarding. work well done
tig already good phtformance. The following actions are gener-
,,rdjt1Ve votivators:
*4ditdar of perfatmance and conduct are established and clearly

1,*10 easteple by the manager's or supervisor's own conduct.
ot4;ca land 0 viag f requen t oral1 a nd wr it ten. f eedback.:

performance, through Incentive awards or merit pay.
if I6 Work Atreosphere.
4600ottrm to any applicable standards of conduct.
p0' the preohationary periods for new employees and supervisors as
*e-tua performance on the j ob.
_44,0t~j* ine14es of tommutnications with the labor relations staff and

'itsqthis 19~tter contains a discussion, directed toward the
M~b, fhow to recognize and deal with emerging problems. One
kediswhthr to vae the performance apvralsal system add pro-
drane-aed actions or the general disciplinary system and pro-
asatin. Thd attachmtent -makes this fundamental distinction
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usaf asmmsmdstim.

"Uble handieappting condition. In the case of alcohol and drug problems,
- required to offer rehabilittative assistance as "reasonable accomnmdation"
li$t.e's hbaAnw handicap. The employee may offer a physical or mental
i* the reason for a performance or conduct problem. You should ask him
w a* specific *statement from a physician to substantiate the existence of
itowt: se.. Its. effects on the employee's job performance. Ask your person-
9 itit specific information you should request of the physician..

I prcwt4tOng aceoumodation. If you find that the employee is indeed suf-
*j iandicapping couaittoo, you will want to check with: the personnel
a.lt its, can be takes to accommodate the condition -- either by
SS current position or by reassignment to another position. Many em-
Sueaotiwte useful employment this way,

tlv seti'reent. If the employee's condition cannot be- accommodated,
di. 0 4' eligible:, disability retirement may be the answer. Following is
...S tl.formation on this procedure.














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se often presents difficulties for the supervisor: when to approve leave;
;Elsapprove leave; what to do when the employee has been on etlnsEive ap-
tck leave; when you can take or propose action after you have approved ex-
4SeoprA without pay, auch of which should have been denied based oh the need
eaieypee'ea services. Prolonged absence or repeated absence usually af-
l 044yeen'e ability to do his or her job acceptably. Vbllowing is a nec-
lSp)Mgitfled discussion of common concerns on approving or disapproving
l WittW the personnel office for more detail on any given aspect, or on
i .Mi1 requirements for restrictions placed on an individual's leave
p r.'t aut.thorlty to grant or deny leave.

teave j An employee bhas a right tob take annual leave 'subject to re-"
lp"roperly and. subject to the right of: the agency to fix 'the- time when
%40ka6 The agency is not obligated to approve a request made either in
-pa emergen. X4cy basis if it requires the. employe'1s Aerices daring the'
efLch leave is requested, no matter how valid the' reasons for the re-


jye.-fat ltoal S oa injury.. An employee is entitled to use accrued or
Lekidt Leave when incapacitated by illness, injury, or pregnancy; re-
t7 *medicEal-'ttreatment; or exposed -to a contagious disease that ould
% rihw a lthaibf U others. Your agency has the discretion to determine the
t%-- ewidnev e ntjqutt'ed. to'. su0pport'- an employee's claim of tllness or
p s ivtd e subitted in response to your request for- documentation
reteqimets, you or the appropriate o6Eftcial should deny thk
N k : .. ."..

w tr advance wick leaI e If the employee requests sick leave or
i&itpeess 'a"" requests advance asti 1eave (even with proper medical
*O ear the .reiponsibre' official' hakve the authotit 'td 'deny the- e*a-
Sif the employee's services. are needed. If the employee fails to
biLd procedures -for requesting or documenting emergency or nonemer-
ve,. the. appropriate authority may deny the request if it considers
4itcmwstanceds inaufficieut to warrant approval.

Sconiiection with worker's compensation. An employee is entitled to
. .. .sad aceimlaated sick leave after suffering a work-related illness or
.4 ..la thq employee is waiting for adjudication of a claim for employee's
i phe or she 'is entitled, to -use sick or. annual leaves, or leave without
tested1. Oftc entitlement to. compensation has been granted and the ea-
.Ste or chooses not to use.. available sick leave, the agency has the"
Ifrto d'ecde whether to approve or deny any further request for annual
r....,i: (W'ms. guidance -*recommends that -under normal conditions,. the em-
fIrraieo in a WOP status. for, at least. a year.) four personnel office
iAa: decisions in- this kind of situation.

ia without leave. If you or the appropriate authority have denied a re-
banre aort:. have not authorized an absence, the absence from duty is prop-
a. a. .. absence w t itbot leave. Recording an absence this way is not a
Section, but may torsi the basis for initiating future disciplinary ac-


eaYe without py4 May supervisors unthinkingly grant. LWOP repeat-
w: .; Eatended time, tthe suddenly wish to remove the employee. In most
*'tiaoaPal action canBot e' based on .approved sick or annual leave, or
U aiA:..e ceptlots. to tti':, 'but only in unusual cirtemstances. See your




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so notice of red1ctton in grade or removal, you may decide to keep the ev-
r in his or her job, after considering the improved performance along with
pployee's reply and other relevant factors. If you do so, and the employee
Ma.e to do an acceptable job for one year, the agency must remove any record
Inasceaptable performance from its files on .the employee. This includes a
cbe rating of unacceptable.



vpsy ean generally appeal a removal or reduction in grade to the Merit
Iteation Board, or if he or she Is in the bargaining unit, can grieve
ui'pder the negotiated grievance procedures unless the negotiated proce-
these types of actions. The employee has to choose between the. two
Both. RaHere is an outline of the procedures for actions based on un-
I pe oromance.

IP UWMTIONS IN GRADE AND REMOVAL BASED O0 UNACCEPTABLE PERFORMANCE UNDER
S5CFR PART 432


Employee given critical elements and performance standards in
writing.







Yee.
S8No action peciseary.



1. Tell employee, preferably in writing the critical elements(s)
,tIvolvedn. the unacceptable performance and the expected per-.

2. W6tif" employee in writing of period to demonstrate acceptable
perfornmatce and agency assistance in doing it.
T3. Tel employee of consequences of failure to improve.


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.. beco.. ese.
2 c s a dtion necessary.

- m-------Employee may be reas


signed. Unacceptable rating may be given.


30 days advance written notice of reduction.. in grade or re-
moval,
Specifies only instances of unacceptable performance occurring
in past year and critical elements) involved.


i.se.i nahke t'ie to answer orally and in writing.
ight 't' representation.
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SaALIMN SWX HUPIr CODUCWN

Inbet wequiriug lesser dieciplieary active

tidcIAnte of conduct are relatively minor, such as tardiness, rudeness to a
Srawplojyed playing a radio "which disturbs others, etc. They may require no
Airs infertal diaidumaon with an employee, referral when appropriate to spe-
llep poltraimi providing counseling assistance on physical or mental condi-
&MA1hoal or drug abuse, or other personal problems, or a warning. Note for
each thing- done, with a copy to the employee at reasonable intervals.
nduct^ continues, you should consider anme disciplinary action such as a
o or admonition under the agency's procedures, or a suspension of .14 days
i Shile suspensions of 14 days or less have certain procedures to be fol-
hwy and all other minor agency disciplinary actions have fewer procedural
IJ tS Here are thde steps involved in taking a suspension of 14 days or
ii &b4$0w"tth- the personnel offices to find out *hat other lesser disciplinary
w.a -available and appropriate, and the necessary steps to follow.
Sll PEU1B NIOS 11R 14 DATS OR LESS UNDER SUBPART I OF 5 GFR PART 752



ce I -.. .


p.ag 1. Written notice with specific reasons for proposal.
:kt. 21 Right to review material relied on to-support-reasons :for action.



o .- Reasniable time to antwar, not less than 24 hours.
I. Right to answer *orally and/o: in writing -
r:r 3. Right to furnish affidavits and other documents in support of
answer. .
4. eight :to 'be reprepresented.



S-'..:.. Writ tei decision 4wh specific reasQns ,.or It.
ed' 2. M'st consider any answer of employee and/or representative made
to. designated official.




{. -Action ternninatedi. .

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1, negotiated grievanee procedure. if employee, and action covered by
applicable aRxeement.
[l41f&view 2., E10 complaint procedures.
...i... 3. Agency grievance procedure for nonbargaining unit employee or for
hargalning unit employee if agency grants coverage under admini-
strastive grievance procedure of suspension not covered under
aeg stated procedures.







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Full Text
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