The Merit Systems Protection Board (MSPB) has identified several issues, the Douglas Factors, which supervisor should consider when selecting a penalty. The Douglas Factors are as follows (1) the nature and seriousness of the offense and its relation to the employee’s duties, position, and responsibilities, including whether the offense was intentional, technical, or inadvertent, or was committed maliciously or for gain, or was frequently repeated (2) the employee’s job level and type of employment, including supervisory or fiduciary role, contacts with the public, and prominence of the position (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 on the employee’s ability to perform at a satisfactory level and its effect upon a supervisor’s 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 offense (7) consistency of the penalty with applicable agency table of penalties (8) the notoriety of the offense or its impact upon the reputation for 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 alternate sanctions to deter such future conduct by the employee or others