- the employee's position,
- the extent of the performance problem, and
- the nature of the problem.
Normally it is 90-120 days.
Management Actions During the Opportunity Period: Below are actions that may be necessary during the opportunity period:
- Closer supervision and counseling
- Personal task accomplishment demonstration or on-the-job training
- Supervisory or peer coaching
- Frequent feedback
- Special assignments
- Formal training
- Referral to Employee Assistance Program
- Referral for fitness-for-duty medical examination
Managers should consult their personnel advisors about employees in probationary or trial status.
If, after a reason opportunity to improve, performance remains unacceptable, the employee should be removed from the position. If there are appropriate vacancies in the area serviced by the CPAC, efforts should be made to reassign the employee to a more suitable position. If no chance for reassignment exists, demotion should be considered before removal from service.
The decision to demote rather than remove an employee from the Federal service is based on the availability of a vacant position, the duties of which the employee could and would successfully perform. Action to remove the employee from the Federal service must be started if there are no suitable vacancies or if management decides that the employee could not adequately perform the duties of available vacant positions.