due to unacceptable performance or behaviour), a rating less than or equal to that of “fully successful” or equivalent during the service period, the absence of domiciliation at the new geographical site during the term of the service contract or, in any other way, not complying with the terms of the service contract. In such cases, the employee may withhold any incentive to move due to the service performed, but must reimburse any part of the incentive resulting from the unfinished service. (See 5 CFR 575.211 (h) for a waiver of refund power.) The Agency is not required to make an unpaid incentive payment to the employee due for the provision of services entered into, unless such payment was required in accordance with the terms of the Incentive Relocation Service Contract. the plan must include the appointment of officials authorized to verify and authorize the payment of relocation incentives, the appointment of officials entitled to waive reimbursement of a relocation incentive, the categories of workers who may not benefit from relocation incentives, the documents necessary to determine that a post is likely to be difficult to fill; requirements for determining the amount of a relocation incentive, the payment methods that may be authorised, the requirements applicable to service contracts (including the criteria for determining the duration of a period of service, the conditions for termination of a service contract and the obligations of the Agency and staff in the event of termination of a service contract), and documentation and registration requirements. Unless the Head of the Agency decides otherwise, an incentive plan for the relocation of agencies shall apply uniformly throughout the Agency. . . .