Mustaine

When an employee's performance falls below expectations at any time during the performance cycle, the supervisor shall document the performance deficiency and take actions, including (if appropriate) disciplinary action, to assure that performance expectations will be met within a reasonable period of time.

1. The supervisor shall document the performance that falls short of expectations by preparing a corrective action plan or other documentation. The documentation will specify (a) the performance problem, (b) the steps to be taken to improve performance, including the timeframe for improvement, (c) the consequences of failure to improve, and (d) a follow-up date.

2. A corrective action plan shall be considered successfully completed only when the employee's actual performance has improved to the point where expectations are being met.

3. The agency's performance management policy shall specify the relationship between disciplinary policy and performance management.

4. Performance deficiencies that occur during the performance cycle shall be referenced in the annual performance appraisal.

When employees move into or out of their positions, relevant performance information shall be communicated in a timely way

1. Probationary employees shall have work plans within a certain number of days (set by the agency) of their date of employment. To remove an employee from probationary status, the supervisor shall provide performance documentation, in a manner specified by the agency, that the probationary employee's performance is at minimum meeting expectations.

2. Employees in training progressions shall have work plans, or an equivalent document that describes performance expectations, within a certain number of days (set by the agency) of the date of employment. The supervisor shall provide performance documentation that performance at minimum meets expectations before each salary increase is granted within the progression.

3. Employees whose responsibilities are changed substantially, either within their current position or by transfer (promotion, lateral transfer, or demotion), shall have work plans established within a certain number of days (set by the agency) following the new assignment.

4. When an employee transfers from one agency to another within state government, the releasing agency shall send to the receiving agency performance documentation summarizing the employee's performance from the last appraisal up to the date of transfer. This performance documentation shall be provided before the employee's first day with the receiving agency. The receiving supervisor may use this performance documentation when completing the employee's end-of-cycle appraisal.

5. When

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