In processing a PIP, a Federal agency typically begins by placing that employee on a Performance Appraisal Period (PAP). The Performance Appraisal Period must allow the employee a true opportunity to show his or her capabilities in the position. “An employee’s rights to a meaningful opportunity to improve.
http://www.mspblawblog.com/2011/05/representing-federal-employees-in-performance-improvement-plans-at-the-mspb-and-before-federal-agenc.html
Rather, its results paint a picture of what is occurring in the agencies that recruit the most probationers, as well as in certain other agencies, to provide a cross-section of the workforce engaged in different occupations. A Report by the U.S. Merit Systems Protection Board 37.
http://www.mspb.gov/netsearch/viewdocs.aspx?docnumber=224555&version=224774&application=ACROBAT
While in many cases the probationary period has become a mere formality, this report by the U.S. Merit Systems Protection Board addresses how it can and should be used as a part of the process to select an applicant for an appointment.
http://www.mspb.gov/netsearch/viewdocs.aspx?docnumber=224555&version=224774&application=ACROBAT
Closing Thoughts on the PIP Process for Federal Employees. The most important aspect of Federal employee performance actions, before they are taken to the MSPB, is for the individual to realize the serious nature of the PIP process and obtain counsel immediately.
http://www.mspblawblog.com/2011/05/representing-federal-employees-in-performance-improvement-plans-at-the-mspb-and-before-federal-agenc.html
When asked about the performance of all probationers they had supervised in the past 3 years, 43 percent of supervisors reported that one or more probationers had performance deficiencies. When asked about conduct in the same time period, 36 percent reported one or more probationers had deficiencies.
http://www.mspb.gov/netsearch/viewdocs.aspx?docnumber=224555&version=224774&application=ACROBAT
Federal statutes, regulations, and case law dealing with the PIP process emphasizes the importance of providing an employee with a meaningful opportunity to improve, as a PIP is meant to assist employees in meeting their performance goals.
http://www.mspblawblog.com/2011/05/representing-federal-employees-in-performance-improvement-plans-at-the-mspb-and-before-federal-agenc.html
These are the options that the supervisor must choose from when the PIP period has ended: a. Extend the PIP for another 30-day period if the performance management period has not ended, if it is before June 30 th, and if the 90-day maximum PIP duration is not violated.
http://dchr.dc.gov/sites/default/files/dc/sites/dchr/publication/attachments/DCHR_performance_improvement_plan_faq_8_26_09.pdf
While OPM has the authority to set the length of the probationary period, or to delegate it to agencies, the probationer obtains the rights of a Federal employee after 1 year, even if the individual is still a probationer. Chapter 75 of Title 5 of the United States Code currently states: 17 5 CFR §315.905.
http://www.mspb.gov/netsearch/viewdocs.aspx?docnumber=224555&version=224774&application=ACROBAT
It is important for Federal employees to take the PIP very seriously. Federal employees should realize that there is an extremely high removal and demotion rate when a PIP is initiated. Federal employees often do not realize the serious nature of the PIP process until it is too late to effectively pass the PIP. This is why it is crucial that Federal employees on PIPs, or those that have just received a poor performance evaluation, consult with an attorney familiar in these areas as soon as possible.
http://www.mspblawblog.com/2011/05/representing-federal-employees-in-performance-improvement-plans-at-the-mspb-and-before-federal-agenc.html
OPM regulations limit the probationary period to one year, and even if that were changed, 5 U.S.C. Chapter 75 would provide full job protection appeal rights under most circumstances after one year, even if the individual was still a probationer.
http://www.mspb.gov/netsearch/viewdocs.aspx?docnumber=224555&version=224774&application=ACROBAT
what is the typical time period for federal pip
The typical time period for federal Performance Improvement Plan is 30-day period if the performance management period has not ended. The typical time period for federal Performance Improvement Plan is 90 days.