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4 <br />Merit Principle IV: Performance As Basis For Continued Employment /Reduction - <br />In Force - -• -• -• .— ! <br />General Requirement. Employees will be <br />they sustain satisfactory performance. <br />to improve inadequate performance, and <br />employees whose inadequate performance <br />(A) EMPLOYEE PERFORMANCE <br />continued in good standing as long as <br />Attempts will be made with employees <br />provisions will be made for separating <br />cannot be corrected. <br />(1) Reeuirement. Employees who have acquired permanent status will not <br />be discharged, suspended, or reduced in pay or position except for <br />just cause. <br />(Guide. (1) Just cause would normaZZy be related to a failing in <br />work performance or personal conduct to the extent that the terms <br />and objectives of employment are unfuLfiZZed, or personal behavior <br />is detri;mentaZ to the araae and working relationships of the juris- <br />diction. The degree and kind of disciplinary action taken needs to <br />be based upon the sound and well considered ,judgment of management. <br />(2) Wo employee should be subject to separation, or other disciplinary <br />actions for disclosure, not prohibited by Law, of violations or Lays, <br />rules, or regulations, or other improper actions. Prohibitions and <br />protections against repr -Lsals should be assured e=Zoyees reporting <br />wrongdoing or inefficiency. (3) Er;pZoyees need to be eu ;Zuated <br />periodicaZZy on a systematic and job related basis to provide needed <br />information for superviscrs to assess the adequacy of inaivtiduaZ <br />employees to recognize their o•,7n performance improvement needs and as <br />a basis for personnel actions including promotion., recogrizing or <br />rewarding superior performance, and correcting inadequate performance <br />or separating employees in cases where inadequate performance cannot be <br />corrected.) <br />(2) Recuirement. Policies will be developed which provide for fair and <br />uniform procedures for demotion, transfer, suspension, or dismissal <br />of employees whose performance continues to be inadequate after <br />reasonable efforts have been made to correct it. Such policies shall <br />specifically provide that in the case of such disciplinary action, <br />the eaployee will, before the action is ta?:en, be given a statement <br />in writing setting forth in numerical order the specific acts or <br />omissions that are the reason for the disciplinary action, and the <br />employee's appeal rights. A copy of this statement shall be filed <br />with the County Personnel Director. <br />(Guide. (1) Adecuate and spec is notice o," unsatisfactory <br />perfc-nmance should be giver. to e,.; .-Zouees prior to discipLin.a_ry <br />action so as to offer reasonable opportuni7y Tor eorrectior. <br />1'S�cZ�vnle <br />warning of nro^ress lve severity are recommenaea where <br />l� n <br />inadequate per' _=,ance is sustained. This might incZude a spec j <br />oral warr:ino from the supervisor in the first instance, an oral <br />Warr ira with specific foZZow -up letter to the empZoyee in tiie <br />second, and a final written warning zr ih full knowledge of the <br />department head whicn might incZude a direct notice to the <br />