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Questions and Answers
What is the definition of demotion according to the Article?
What is the definition of demotion according to the Article?
What is a reason for an employee to request a voluntary demotion?
What is a reason for an employee to request a voluntary demotion?
What is the minimum number of days of written notice an employee must receive before an involuntary demotion?
What is the minimum number of days of written notice an employee must receive before an involuntary demotion?
What must an employee's salary be after a voluntary demotion?
What must an employee's salary be after a voluntary demotion?
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What is an instance where an employee can be involuntarily demoted?
What is an instance where an employee can be involuntarily demoted?
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What is the reason for an involuntary demotion stated in the written notice?
What is the reason for an involuntary demotion stated in the written notice?
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What can an employee do if they believe their resignation was involuntary or coerced?
What can an employee do if they believe their resignation was involuntary or coerced?
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What is the purpose of a written warning and counseling before an involuntary demotion?
What is the purpose of a written warning and counseling before an involuntary demotion?
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What is the purpose of the IPPA process in relation to employee performance?
What is the purpose of the IPPA process in relation to employee performance?
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What should be considered when an employee's overall performance rating does not meet expectations?
What should be considered when an employee's overall performance rating does not meet expectations?
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What is the purpose of the Work Improvement Plan?
What is the purpose of the Work Improvement Plan?
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What should be considered when an employee's performance is substandard?
What should be considered when an employee's performance is substandard?
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What is the relationship between the IPPA process and the disciplinary process?
What is the relationship between the IPPA process and the disciplinary process?
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What should be considered when an employee is demoted?
What should be considered when an employee is demoted?
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What is the purpose of the IPPA review after an employee is demoted?
What is the purpose of the IPPA review after an employee is demoted?
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Who is responsible for the IPPA process?
Who is responsible for the IPPA process?
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What is the maximum percentage by which an employee's salary can be decreased due to disciplinary demotion or demotion resulting from unsatisfactory performance?
What is the maximum percentage by which an employee's salary can be decreased due to disciplinary demotion or demotion resulting from unsatisfactory performance?
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What happens to an employee's salary if they are demoted due to reduction-in-force, and their salary exceeds the maximum salary for the new pay grade?
What happens to an employee's salary if they are demoted due to reduction-in-force, and their salary exceeds the maximum salary for the new pay grade?
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What is the maximum period of time an employee can retain their salary after being demoted due to reduction-in-force?
What is the maximum period of time an employee can retain their salary after being demoted due to reduction-in-force?
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What is the process for an employee to appeal an involuntary demotion, including a reduction-in-force?
What is the process for an employee to appeal an involuntary demotion, including a reduction-in-force?
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What is the maximum salary increase allowed for an employee who is demoted due to reduction-in-force?
What is the maximum salary increase allowed for an employee who is demoted due to reduction-in-force?
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What happens to an employee's salary at the end of the 2-year salary retention period after being demoted due to reduction-in-force?
What happens to an employee's salary at the end of the 2-year salary retention period after being demoted due to reduction-in-force?
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What is the reason for which an employee's salary may not be increased if they are demoted due to reduction-in-force?
What is the reason for which an employee's salary may not be increased if they are demoted due to reduction-in-force?
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What is the provision that allows an employee to appeal an involuntary demotion?
What is the provision that allows an employee to appeal an involuntary demotion?
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What is the purpose of an interim evaluation?
What is the purpose of an interim evaluation?
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What is a performance standard?
What is a performance standard?
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Who is responsible for reviewing the appraisal and ensuring that appropriate performance appraisal planning and procedures were followed?
Who is responsible for reviewing the appraisal and ensuring that appropriate performance appraisal planning and procedures were followed?
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What is the purpose of a performance plan?
What is the purpose of a performance plan?
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What is the purpose of an overall rating in an IPPA?
What is the purpose of an overall rating in an IPPA?
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What is a progress discussion?
What is a progress discussion?
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What is the purpose of an IPPA?
What is the purpose of an IPPA?
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Who is responsible for conducting a performance appraisal?
Who is responsible for conducting a performance appraisal?
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What is the purpose of the immediate supervisor submitting all assessments to the reviewing official prior to presenting the rating to the employee?
What is the purpose of the immediate supervisor submitting all assessments to the reviewing official prior to presenting the rating to the employee?
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What happens if an employee refuses to sign a performance appraisal?
What happens if an employee refuses to sign a performance appraisal?
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Who is responsible for reviewing and discussing the performance appraisal with the employee?
Who is responsible for reviewing and discussing the performance appraisal with the employee?
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What is the purpose of the Work Improvement Plan Procedures?
What is the purpose of the Work Improvement Plan Procedures?
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What is required before taking a performance-based personnel action?
What is required before taking a performance-based personnel action?
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What happens to the performance appraisal after completion of the review with the employee?
What happens to the performance appraisal after completion of the review with the employee?
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What is the time-frame for providing a copy of the appraisal to the employee?
What is the time-frame for providing a copy of the appraisal to the employee?
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Who receives the appraisal if the overall rating is 'Exceptional' or 'Does Not Meet Expectations'?
Who receives the appraisal if the overall rating is 'Exceptional' or 'Does Not Meet Expectations'?
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When should an immediate supervisor note an employee's accomplishment or progress on the performance appraisal?
When should an immediate supervisor note an employee's accomplishment or progress on the performance appraisal?
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What is the purpose of the performance rating categories?
What is the purpose of the performance rating categories?
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What is the rating category that applies to performance that has met the basic requirements of the performance standard outlined in the IPPA?
What is the rating category that applies to performance that has met the basic requirements of the performance standard outlined in the IPPA?
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What is the consequence of an overall rating at the Does Not Meet Expectations level?
What is the consequence of an overall rating at the Does Not Meet Expectations level?
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What can an employee submit to the immediate supervisor for consideration prior to assessment?
What can an employee submit to the immediate supervisor for consideration prior to assessment?
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What is the purpose of the IPPA process in relation to employee performance?
What is the purpose of the IPPA process in relation to employee performance?
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What is the role of the immediate supervisor in the performance appraisal process?
What is the role of the immediate supervisor in the performance appraisal process?
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What is the purpose of the performance appraisal process?
What is the purpose of the performance appraisal process?
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If an employee's salary exceeds the maximum salary for the new pay grade after a demotion due to reduction-in-force, what action must the department director take?
If an employee's salary exceeds the maximum salary for the new pay grade after a demotion due to reduction-in-force, what action must the department director take?
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What is the maximum percentage by which an employee's salary can be decreased due to disciplinary demotion or demotion resulting from unsatisfactory performance?
What is the maximum percentage by which an employee's salary can be decreased due to disciplinary demotion or demotion resulting from unsatisfactory performance?
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What is the required action for an employee who is demoted as a result of reduction-in-force and their salary exceeds the maximum salary for the new pay grade?
What is the required action for an employee who is demoted as a result of reduction-in-force and their salary exceeds the maximum salary for the new pay grade?
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An employee who is demoted due to reduction-in-force can retain their salary for how long?
An employee who is demoted due to reduction-in-force can retain their salary for how long?
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What is the process for an employee to appeal an involuntary demotion, including a reduction-in-force?
What is the process for an employee to appeal an involuntary demotion, including a reduction-in-force?
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What happens to an employee's salary at the end of the 2-year salary retention period after being demoted due to reduction-in-force?
What happens to an employee's salary at the end of the 2-year salary retention period after being demoted due to reduction-in-force?
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What is the reason why an employee's salary may not be increased if they are demoted due to reduction-in-force?
What is the reason why an employee's salary may not be increased if they are demoted due to reduction-in-force?
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If an employee is demoted for cause or for unsatisfactory performance, what is the limit on the reduction of their salary?
If an employee is demoted for cause or for unsatisfactory performance, what is the limit on the reduction of their salary?
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What is the primary purpose of the Individual Performance Planning and Appraisal (IPPA) process?
What is the primary purpose of the Individual Performance Planning and Appraisal (IPPA) process?
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What is a Critical Standard in the context of the IPPA?
What is a Critical Standard in the context of the IPPA?
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What is the purpose of the Developmental Action Plan?
What is the purpose of the Developmental Action Plan?
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Who is responsible for conducting a performance appraisal?
Who is responsible for conducting a performance appraisal?
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What is the consequence of an overall rating of 'Does Not Meet Expectations'?
What is the consequence of an overall rating of 'Does Not Meet Expectations'?
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What is the purpose of a Performance Management component in the IPPA process?
What is the purpose of a Performance Management component in the IPPA process?
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What is the purpose of a Performance Plan component in the IPPA process?
What is the purpose of a Performance Plan component in the IPPA process?
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What is the purpose of a Performance Appraisal component in the IPPA process?
What is the purpose of a Performance Appraisal component in the IPPA process?
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What must be explicitly identified in the performance plan?
What must be explicitly identified in the performance plan?
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What is the time frame for the immediate supervisor to give an employee a copy of the performance plan?
What is the time frame for the immediate supervisor to give an employee a copy of the performance plan?
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Who can participate in evaluating and/or rating the employee's performance?
Who can participate in evaluating and/or rating the employee's performance?
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What must the immediate supervisor do if an employee refuses to sign the performance plan?
What must the immediate supervisor do if an employee refuses to sign the performance plan?
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What is the purpose of the developmental action plan?
What is the purpose of the developmental action plan?
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In what circumstance should the current supervisor consult with the previous supervisor?
In what circumstance should the current supervisor consult with the previous supervisor?
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What is the consequence of an overall rating at the 'Does Not Meet Expectations' level?
What is the consequence of an overall rating at the 'Does Not Meet Expectations' level?
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Who is responsible for reviewing the appraisal and ensuring that appropriate performance appraisal planning and procedures were followed?
Who is responsible for reviewing the appraisal and ensuring that appropriate performance appraisal planning and procedures were followed?
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What is the primary objective of the IPPA process?
What is the primary objective of the IPPA process?
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What happens when an employee's overall performance rating does not meet expectations?
What happens when an employee's overall performance rating does not meet expectations?
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What is the relationship between the IPPA process and the disciplinary process?
What is the relationship between the IPPA process and the disciplinary process?
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What is the purpose of the Work Improvement Plan?
What is the purpose of the Work Improvement Plan?
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What is the responsibility of the Chief, MCFRS?
What is the responsibility of the Chief, MCFRS?
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What is the purpose of IPPA reviews?
What is the purpose of IPPA reviews?
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What is the responsibility of the immediate supervisor in the IPPA process?
What is the responsibility of the immediate supervisor in the IPPA process?
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What is the purpose of identifying employees with substandard work performance?
What is the purpose of identifying employees with substandard work performance?
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What must an employee be given before a performance-based personnel action is taken?
What must an employee be given before a performance-based personnel action is taken?
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What happens if an employee refuses to sign a performance appraisal?
What happens if an employee refuses to sign a performance appraisal?
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Who is responsible for reviewing and discussing the performance appraisal with the employee?
Who is responsible for reviewing and discussing the performance appraisal with the employee?
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What happens to the performance appraisal after completion of the review with the employee?
What happens to the performance appraisal after completion of the review with the employee?
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If an employee's overall rating is 'Exceptional' or 'Does Not Meet Expectations', who receives the appraisal?
If an employee's overall rating is 'Exceptional' or 'Does Not Meet Expectations', who receives the appraisal?
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How long does the employee have to receive a copy of the appraisal after completion of the review?
How long does the employee have to receive a copy of the appraisal after completion of the review?
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What is the purpose of the Work Improvement Plan Procedures?
What is the purpose of the Work Improvement Plan Procedures?
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What must the immediate supervisor submit to the reviewing official prior to presenting the rating to the employee?
What must the immediate supervisor submit to the reviewing official prior to presenting the rating to the employee?
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Study Notes
Demotion Provisions
- A demotion is the movement of an employee to a lower-graded class.
- There are two types of demotions: voluntary and involuntary.
Voluntary Demotion
- An employee may request a demotion or consent to a demotion in writing.
- Reasons for a voluntary demotion include avoiding termination in a reduction-in-force or for personal reasons.
- A voluntary demotion will not adversely affect the employee's work record or opportunities for promotion.
Involuntary Demotion
- The employer may involuntarily demote an employee for:
- Less than satisfactory performance evaluation with a written warning, counseling, and at least 3 months to improve.
- Disciplinary reasons consistent with Article 30 of the Agreement.
- The employer must give a written notice of demotion to the employee at least 10 calendar days prior to the effective date, stating the reason, effective date, and appeal rights.
Salary after Demotion
- After a demotion, the employer must compensate the employee as follows:
- Voluntary demotion: the employer may allow the employee to keep their current base salary, but it must not be less than the minimum or more than the maximum salary for the new pay grade or pay band, and not decreased by more than 20% of base salary.
- Involuntary demotion:
- Demotion resulting from reduction-in-force or disability: the employee's salary will be retained for 2 years, after which it will be reduced to the maximum for the pay grade.
- Demotion resulting from unsatisfactory performance or disciplinary reasons: the salary will be reduced by no more than 20% of base salary.
Appeal of Involuntary Demotion
- An employee may appeal an involuntary demotion, including the salary reduction, by filing a grievance under Article 38.
Work Improvement Plan (WIP)
- A WIP is a written plan developed with the employee to outline performance problems, corrective actions, and required performance to be demonstrated by a specified date.
- The WIP may identify assistance to be provided by the immediate supervisor.
Individual Performance Planning and Appraisal (IPPA) Process
- The IPPA process aims to:
- Provide direct feedback on work performance
- Identify employees for greater responsibilities
- Identify substandard work performance
- Establish a plan of action for improvement
- Develop action plans for professional development
- Recognize extraordinary performance
- Provide documentation of work performance
Performance Appraisal Process
- Employees are encouraged to complete a self-assessment using the IPPA evaluation tool.
- The immediate supervisor must submit all assessments to the reviewing official prior to presenting the rating to the employee.
- The reviewing official must ensure that the appraisal is consistent with this procedure and the overall rating is consistent with the individual elements of the plan.
Review and Discussion
- The immediate supervisor must review and discuss the performance appraisal with the employee.
- If an employee refuses to sign a performance appraisal, the appraisal must be referred to the reviewing official.
- The reviewing official must review the appraisal and consult with the employee and supervisor to determine why the employee refused to sign the appraisal.
Filing and Distribution
- Upon completion of the review with the employee, the performance appraisal will be forwarded through the chain of command to the employee's Battalion Chief to be filed.
- Assessments with an overall rating of "Exceptional" or "Does Not Meet Expectations" should be forwarded to the employee's Division Chief via the chain of command.
- One copy of the appraisal must be given to the employee within 30 days of completion.
Work Improvement Plan Procedures
- Prior to taking a performance-based personnel action, the employee must be:
- Informed in writing of the problem.
- Counseled as to what corrective action to take.
- Allowed an adequate and specific time-frame to improve or correct the performance deficiency.
Key Terms
- Individual performance appraisal: An immediate supervisor's written evaluation of an employee's performance in relation to the critical and other standards in the employee's performance plan.
- Interim evaluation: A performance evaluation conducted by a supervisor at a time between the annual performance evaluation to monitor a probationary employee or address a situation where an employee's current job performance is not at an acceptable level of competence.
- Overall rating: An overall summary rating in the employee's IPPA that best describes the employee's overall level of performance during the period covered by an IPPA.
- Performance plan: That portion of the IPPA that records performance expectations and standards and is the basis for assessment of the employee's work performance.
- Performance standard: A written description of the quantity, quality, and characteristics of the job, the type of work to be performed, skill or knowledge to be demonstrated, or the results that the employee is expected to accomplish.
- Progress discussion: An immediate supervisor's periodic oral or written assessment of an employee's performance in relation to the expectations in the performance plan.
- Reviewing official: A Battalion Chief, Assistant Chief, or other high-ranking designee responsible for reviewing the appraisal and ensuring that appropriate performance appraisal planning and appraisal procedures were followed by the employee's immediate supervisor.
Performance Rating Categories
- Exceptional: Performance that constantly exceeds the requirements identified in the performance standard outlined in the IPPA.
- Above Expectation: Performance that has met, and exceeds the requirements of the performance standard outlined in the IPPA.
- Meets Expectations: Performance that has met the basic requirements of the performance standard outlined in the IPPA.
- Does Not Meet Expectations: Performance that has not met the basic requirements of the performance standards outlined in the IPPA.
Demotions and Salary Reductions
- An employee's salary cannot be increased or decreased excessively in the event of a demotion.
- Demotions due to unsatisfactory performance or disciplinary issues may result in a salary reduction of up to 20% of the base salary.
- In the case of a reduction-in-force, the employee's salary will be retained for 2 years, after which it will be reduced to the maximum salary for the new pay grade.
Appeals
- An employee may appeal an involuntary demotion, including salary reductions, by filing a grievance under Article 38.
Individual Performance Planning and Assessment (IPPA)
- Purpose: to establish policies and procedures for individual performance planning and assessment in the Montgomery County Fire and Rescue Service.
- Components: Performance Plan, Performance Management, and Performance Appraisal.
Definitions
- Critical Standards: essential performance expectations that, if not met, may result in an overall rating of "Does Not Meet Expectations".
- Developmental Action Plan: a plan to improve performance deficiencies, developed jointly by the supervisor and employee.
- Immediate Supervisor: responsible for assigning and evaluating an employee's work.
- Work Improvement Plan: a written plan outlining specific performance problems, corrective actions, and a timeline for improvement.
IPPA Process
- Objectives: to provide feedback, identify employees for development, identify substandard work performance, and establish a plan for improvement.
- IPPA reviews are separate from the disciplinary process and do not impede or replace it.
- A Work Improvement Plan is required when an employee's overall performance rating does not meet expectations.
Responsibilities
- The Chief, MCFRS, must maintain a formal procedure for submitting IPPA forms.
- Immediate supervisors are responsible for performance planning, including identifying critical elements, developing a developmental action plan, and conducting performance appraisals.
- Employees are encouraged to complete self-assessments using the IPPA evaluation tool.
Performance Appraisal
- Frequency: employees are encouraged to complete self-assessments, and supervisors must submit assessments to the reviewing official prior to presenting the rating to the employee.
- Timing: the immediate supervisor must review and discuss the performance appraisal with the employee, and the reviewing official must ensure consistency and fairness.
Work Improvement Plan Procedures
- Prior to taking a performance-based personnel action, the employee must be informed in writing of the problem, counseled on corrective action, and allowed adequate time to improve.
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Description
Understanding the concept of demotion, including voluntary and involuntary demotions, and their implications on employee records and promotion opportunities.
