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Discipline Related
to Performance
An
appointing authority may discipline an employee for reasons related
to the employee’s performance including, but not limited to:
•
the employee is incompetent or inefficient in the performance
of the employee’s duty;
•the
employee is an individual with a disability who with a reasonable
accommodation cannot perform the essential functions of the
position; or
•the
employee is not currently qualified for the position.
When
an employee has been given an overall rating of “needs improvement”
on an end-of-cycle performance appraisal, the employee has 180-days
from issuance of the rating to improve to the level of “meets
standards”. Failure to meet standards at the end of the 180-day
period shall result in the employee’s termination from State service.
When
an employee has been given an overall rating of “unsatisfactory”
on an end-of-cycle performance appraisal, the employee has 90-days
from issuance of the rating to improve to the level of “meets
standards”. Failure to meet standards at the end of the 90-day
period shall result in the employee’s termination from State service.
In
addition, an employee may be denied a pay increase (otherwise
known as an “increment”) in any year if: the appointing authority
has imposed the denial as a disciplinary action under Title 11,
Subtitle 1 of the State Personnel and Pensions Article (SPP);
or because of an extension of probation under SPP § 7-403, lack
of productivity, or excessive, unexcused absenteeism. An employee
may not be denied a pay increase for reasons of performance unless
substantial reasons of performance were cited on the employee’s
midyear or end-of-cycle performance appraisal forms .
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