What happens if an employee is performing at Level 2, but not quite at an unsatisfactory level of Level 1?
While a Level 2 rating does not require a Performance Improvement Plan (PIP), it is recommended that the rating official develop a written plan to assist the employee in improving performance to Level 3. In such a case, the rating official must discuss the instances of deficient performance and outline in writing what is required of the employee to bring his or her performance to Level 3. Rating officials should consult with their servicing human resources office to determine if this review should serve as the beginning of the formal opportunity period to improve performance required by 5 U.S.C. 4302(b)(6).
Related Questions
- What happens if a supervisor is not in a position to know the proficiency level of their employee on a given competency?
- What happens if at rollover an employee is assessed at the contributing level, but their pay is at journey or advanced?
- What happens if the Level 5 or 6 employee leaves the setting?
