Holding Government Employees Accountable for Performance and Conduct
Availability: IN-STOCK (released 7/9/19)
Samples: Table of Contents ------- Text Sample
Format: Book (+ optional .pdf eBook on CD) or Switch to downloadable .pdf eBook
UnCivil Servant examines employee performance and conduct and offers advice on how to institute and complete disciplinary and performance based actions.
- how supervisors can defend themselves when accused of discrimination
- what to do when the Office of Special Counsel comes knocking
- when not to worry about the consistency of a penalty selection when compared to previous employee discipline
Federal supervisors and managers, those who advise them, and policymakers rely on Uncivil Servant for instruction on:
- Getting Started—steps to consider before firing an employee, identifying the employee’s status, identifying the nature of the problem and union membership, and the guiding principle for disciplinary and performance based actions;
- The Fundamental Elements for Discipline—the validity of the rule, employee knowledge of the rule, proof that the employee broke the rule, penalty selection, and due process;
- Performance Actions—writing good standards, implementing the standards and measuring performance, establishing and managing a demonstration period, and making and implementing a decision;
- The Removal Process—the five steps of a removal action;
- Defending a Penalty—selected decisions of the Merit Systems Protection Board;
- Special Challenges—whistleblowers, EEO complaints, union officials, leave abusers, and medical problems;
- Aggressive Strategies—directed geographic reassignment, reduced work schedules, last chance agreements, last rites, security clearance revocation, and how to terminate an employee in eight days;
- Appendix – Sample Forms and Examples—including conduct and performance-based removal actions, a “Last Rites” agreement memorializing an employee’s voluntary resignation/retirement, "Agency Supported Job Search Agreement," and other resignation agreements; and How to Create a Legally Robust Critical Element and Standard.
New in 2019
- Executive Order 13839 and how it makes it easier to fire bad federal employees
- an employee’s chance to "demonstrate performance" vs "improve performance"
- expanded discussion on leave abuse including notice and investigative leave
- more practice hints and expanded appendix of sample forms and examples
Also included is a detailed table of contents.