The Performance Improvement Plan (otherwise known by the acronym, a “PIP”) is the formal imposition of an administrative procedural process to “assist” the employee into improving his or her specific work requirements, or for modification of certain behavior issues.
From the Federal Agency’s perspective, it invokes a paper trail which will justify additional future actions, if necessary. From the Federal employee’s viewpoint, it should serve as a warning that unknown other conversations and discussions have been ongoing, and the PIP is merely a surface revelation, with much underworld life and activity unrevealed but indicated by the issuance of the PIP.
If a medical condition is a large part of the reason why underperformance and poor performance justifies the issuance of a PIP, then revelation of the medical condition in response to the PIP should be considered.
Concurrently, because a PIP is an open and declared step towards ultimate and likely termination — especially when the physical or mental condition will continue to prevent the Federal employee from being able to meet the requirements of the PIP — it is a good idea to begin the process of preparing, formulating and filing for Federal Disability Retirement benefits, whether under FERS or CSRS, submitted to the U.S. Office of Personnel Management.
Being a sitting duck merely means that you are the target in a shooting gallery; before your turn comes up, it serves the Federal and Postal employee well to chart one’s own course before it is determined for you.
Sincerely,
Robert R. McGill, Esquire
Filed under: Agency’s and/or Supervisor’s Actions | Tagged: actions by federal agencies against their disabled employees, adverse action for sick leave "misconduct", adverse action on excessive unscheduled lwop, agency actions against federal employee, attorney for civil service disability claims, best legal representation for disabled usps postal workers, current performance evaluations and fers disability retirement, disability retirement application federal employees, disciplinary actions for medical conditions against federal workers, disruptive behavior or a medical condition at the USPS, federal disability blog, federal disability retirement in any state of territory of the United States, federal disability retirement lawyer with many years of experience, federal employees with psychiatric disabilities and violent behaviors, federal non disciplinary actions, fehb benefits on disability retirement federal and postal employees, fers disability and other options, filing and pursuing a disability retirement application, filing disability with the postal service, for those disabled federal workers being placed on a pip, great occupational evaluation reviews before the opm disability retirement application, health conditions that impact job performance in the federal agency, impending adverse actions against the disabled federal employee?, law firm opm disability, law firm serving disabled federal workers all across america, lawyer representing federal employees for disability retirement throughout the united states, learning what the federal agency is really up to by issuing an pip, nationwide federal disability law firm, opm disability law firm, owcp disability and fers retirement, Performance Improvement Plan (PIP), performance issues during the opm disability application, pip, postal actions against the disabled employee, postal disability fers, postal disability retirement blog, predicting the future behavior of a large bureaucracy, questions & answers about fers federal disability retirement, setting a performance improvement plan (pip) as a means for failure, the postal service's bad behavior with disabled federal employees, the use and abuse of PIPs in the federal workplace, usps ''disciplinary'' actions, usps disability retirement health benefits, usps performance reviews can be used as disability evidence, usps suspensions and other attendance issues while in sick leave, when the agency seeks non-adversarial removal, when the federal employee is placed on a pip, when the federal employee is put on suspension for what is really an underlying medical condition, why federal employers really use performance improvement plans | Leave a comment »
CSRS & FERS Medical Disability Retirement: Supervisors, Performance, and Other Matters
In preparing, formulating and filing for Federal Disability Retirement benefits from the U.S. Office of Personnel Management, whether under FERS or CSRS (although the latter is increasingly becoming a rarer animal, almost to the point of extinction, and has been recently annotated on the “endangered species” list), the concern of many Federal and Postal employees often centers around past performance reviews (a history of “outstanding” performance, etc.), the potential statements of the Supervisor on an SF 3112B, and similar issues.
What the Federal or Postal employee contemplating filing for Federal Disability Retirement benefits fails to understand, is that the reason why he or she has reached that critical juncture where Federal Disability Retirement must be considered, is tied directly to that long and commendable history of outstanding performance.
To put it bluntly, the Federal or Postal employee who has done his or her job so well over the years, has killed him/herself in doing it. That is why the medical condition has not improved; that is why the progressively deteriorating process, whether of a physical nature or of a psychiatric bent, has reached its critical mass, and one cannot go on in the same manner, any longer.
It has come to a point of a necessity to file for Federal Disability Retirement benefits. It matters not what one’s history is; if one cannot perform one or more of the essential elements of one’s job, then it is time to file; regardless of what one’s performance history is, or what one’s Supervisor’ Statement may potentially reflect.
Sincerely,
Robert R. McGill, Esquire
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