Given the increased pressures to operate efficiently agencies
should be quick to remove underperformers during the probationary
period, according to the newest Issues of Merit newsletter from
the Merit Systems Protection Board.
It said completion of the probationary period, rather than the
review of applicant packages, the signing of a selection
certificate, or entry into duty, marks a new hire’s entrance
into federal civil service. Consequently the period is the
best time to remove a new hire, after management has had the
opportunity to observe the employee on the job and before the
employee is more firmly established at the agency and has
greater appeal rights.
MSPB warned that faster hiring may not always be better,
referring to recent hiring authorities grated to agencies by
the Office of Personnel Management such as direct hire
authority which deemphasizes competition in much of the
hiring process.
“Impressive credentials and a firm handshake may not always
translate into high performance on the job,” said MSPB.
It said a supervisor who has decided that a person simply
cannot perform the job should take the proper steps to
document the employee’s conduct or poor performance and
notify him or her of the termination date — before the end
of the typically year long probationary period.
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