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3. The employee's past disciplinary record;. 4. The employee's past work record, including length of service, performance on the job, ability to get along with fellow. workers, and dependability,. 5. The effect of the offense upon the employee's ability to perform at a satisfactory Ievel and its effect upon supervisors? confidence in the employee's ability to perform assigned duties;. 6. Consistency of the penalty with those imposed upon other employees for the same or similar offenses;. 7. Consistency of the penalty with any applicable agency table of penalties, 8. The notoriety of the offense or its impact upon the reputation of the agency,. 9. The clarity with which the employee was on notice of any rules that were violated in committing the offense, or had. been warned about the conduct in question;. 10. Potential for the employee's rehabilitation;. 11. Mitigating circumstances surrounding the offense, such as unusual job tensions, personality problems, mental. impairment, harassment or bad faith, malice or provocation on the part of others involved in the matter; and. 12. The adequacy and effectiveness of alternative sanctions to deter such conduct in the future by the employee or others Combination of Penalties: In cascs where morc than onc offensc is substantiated against an cmplovcc, thc penaltics for the rcspcctivc offenscs will normally bc added togcther, with appropriatc aggravation, up to and including dismissal, for repctitivc misconduct within thc same inquiry. Howevcr, in. adjudicating cascs, OPR is careful to not asscss multipIc pcnaltics whcre thc substantiated chargcs arc csscntially rcstatcmcnts of thc samc act of. misconduet. Senior Executive Service (SES) Suspensions:By federal rcgulation, mcmbers of thc SES may not reccive a disciplinary suspcnsion of less than 15. days. 5 C.F.R. $752.601. Accordingly. where thc Guidclincs indicate a suspension of one to fourtecn days for an offcnsc, that sanetion cannot bc. imposed on an SES cmplovcc.When OPR concludcs that a non-SES cmplovcc would have reccived a punishment of morc than a threc-day suspension.. but lcss than a 15-day suspension, an SES cmploycc will rcccivc a minimum of a 15-day suspension. If a non-SES cmploycc would havc reccived a onc-day to threc-day suspcnsion in a givcn casc, an SES cmplovcc may reccivc cithcr a Icttcr of censurc or a minimum of a 15-day suspension, as detcrmincd by OPR in wcighing thc facts and cireumstanccs of thc casc against the hcightened bchavioral and managcriaI cxpcctations associated with. SES personnel.