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[quote=Anonymous]OP, based on your original post and what you've added since, I think some of this is on you, and some of it is on the employee.

First, you: drop "proactive" and "self-starter" from your vocabulary.  They won't serve you well in government management.  Government employees aren't required to do more than they're asked, and acting like the expectation is to exceed expectations...doesn't really fly here.  Thankfully.

But PP is right that a GS-15 should be able to handle complex assignments without constant hand-holding.  That's not an issue of being "proactive" or a "self-starter," it's about work quality.  It's not unreasonable to assign a task to a GS-15 and expect that they will return a polished work product.  You'll probably need to assign exactly what you want, though—e.g., "I need a memo by Wednesday on the legal issues involved in workplace safety in llama grooming operations in western U.S. states."  If they can't actually do something like that independently, talk to your government management colleagues about the process of documenting poor performance.  Eventually, either the employee will start to show the independent judgment (not "initiative"—ban that word, too) expected of a GS-15, or they won't.  If they don't, then you'll need to decide whether it's worth the hassle of getting rid of an underperforming employee.

But to be clear: "underperforming" means they're not doing the work they're assigned at the level expected of someone in their role.  It doesn't mean they aren't "proactive" enough.          [/quote]

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