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The PIP may be based on work requirements listed in Section III of the JF-57-EPR, or those listed in the position description (PD-298) .\u003Cbr>Before using this form, the rater must determine if the area of concern is a performance or conduct issue. A performance issue is the employee's inability to do the work. A conduct/discipline issue is based on the employee's refusal to do something (i.e., tardiness, disruptive behavior, abuse of leave) .\u003Cbr>NOTE: Consult post policy regarding misconduct and disciplinary actions for NORs. |\n| WHEN TO ISSUE THE PIP AND TIME PERIOD TO IMPROVE PERFORMANCE |\n| Before issuing a PIP, the rater must:\u003Cbr>a) Consult with the mission HRO to assist with a strategy to improve performance; and\u003Cbr>b) Have documented a performance discussion with the employee, on a JF-57 PD, about the need for a PIP; and\u003Cbr>c) Consult with the reviewer within 30 calendar days of the Performance Discussion about the intent to issue a PIP. The rated employee is given a minimum of 30 calendar days on a PIP to bring the performance to a \"Fully Successful\" level. |\n| NATURE OF THE PERFORMANCE IMPROVEMENT PLAN |\n| The PIP must describe:\u003Cbr>1. The work requirements statement for which performance is unacceptable.\u003Cbr>2. How the employee's performance is unacceptable. (Cite specific examples as they relate to the critical elements and standards.)\u003Cbr>3. What must s/he do to reach an acceptable level of performance, including the acceptable performance of specific assignments specified by the rater?\u003Cbr>4. What efforts will be made to assist the employee to overcome deficiencies and meet performance standards (e.g., formal or on-the-job training, counseling, supervisory assistance)?\u003Cbr>5. The period of time (30-120 days) in which the employee must improve his/her performance, and the potential consequences at the end of PIP. |\n| ACKNOWLEDGEMENT AND SIGNATURES |\n| 6a-6c. The rater and reviewer signatures that certify items one through five were discussed with the employee, and that a copy of the PIP was given\u003Cbr>to the employee. The employee must be provided the opportunity to sign the form to acknowledge receipt. If the employee fails to sign the form, the rater should give a copy of the PIP to the employee and sign a statement certifying delivery. |\n| PERFORMANCE EVALUATION AT THE CONCLUSION OF THE PIP PERIOD |\n| 7. At the conclusion of the PIP period, the rater and reviewer must determine:\u003Cbr>Has the employee's performance achieved a level of \"Fully Successful\" or better or does it remain at \"Needs Improvement\" or \" Not Successful\"?\u003Cbr>Is an extension of the PIP appropriate? A Performance Improvement Plan may be extended for more than the specified period for compelling reasons, such as when management cannot make a determination about whether the employee's performance has improved to an acceptable level or there is an illness or extended absence of the employee or rater. The employee should be notified in writing of the reason for the extension.\u003Cbr>Once the Rater and Reviewer have determined the employee's performance level has not improved to an acceptable level, and that an extension of the PIP is not recommended, concurrence for termination must be obtained from the Management Officer/Agency Head and HR\u003Cbr>Officer. (REF: 3 FAM 8215-Personal Services Agreement-Conditions of Employment)\u003Cbr>A Performance Improvement Plan will remain in the employee's Employee's Peformance Folder (EPF) , and destroyed one year after the employee has departed post. If an employee leaves the position during the PIP period, the Performance Improvement Plan should be destroyed. |\n| TERMINATION OF THE PIP |\n| A PIP may be terminated when:\u003Cbr>a) A \"Fully Successful\" or bette","cbCaiokSoVjNOExz","https://ap.wps.com/l/cbCaiokSoVjNOExz","pdf",55387,"English","# General Information\n# When to Issue the PIP and Time Period to Improve Performance\n# Nature of the Performance Improvement Plan\n# Acknowledgement and Signatures\n# Performance Evaluation at the Conclusion of the PIP Period\n# Termination of the PIP\n# Section I - General Information\n# Section II - Areas for Improvement","[{\"question\":\"What is the purpose of the JF-57-PIP form?\",\"answer\":\"The rater uses JF-57-PIP to document an employee’s performance that is determined to be unacceptable, including the improvement requirements, support, time period, and consequences.\"},{\"question\":\"When must the PIP be issued and what minimum time is provided?\",\"answer\":\"Before issuing the PIP, the rater consults with mission HRO, documents a performance discussion with the employee, and consults the reviewer within 30 calendar days of that discussion. The employee is given at least 30 calendar days to reach a “Fully Successful” level.\"},{\"question\":\"What must the PIP include and how is the final performance evaluated?\",\"answer\":\"The PIP must state the unacceptable work requirements, explain how performance is unacceptable with specific examples, describe actions to reach acceptable performance with specific assignments, outline support efforts, and set a 30–120 day improvement period and end consequences. At the end, the rater and reviewer determine whether performance is “Fully Successful” (or better) or remains “Needs Improvement” or “Not Successful,” and decide on extension or termination concurrence steps as applicable.\"}]","JF-57-PIP Guidance for Issuing a Performance Improvement Plan (PIP) for Not Ordinarily Resident (NOR) Employees | PDF",1790099244]