The most suggested procedure is trying to find the reason for his continued behavior through meetings/ councelling. Howsoever, you may or may not get the reason, in all probabilities you will not.You may have to have an analytical approach which will also sound logic to management.
The next step should be to evaluate how is he being graded as a performer.... is it on the months' target or the productivity based his actual hours worked. You may unerath some conlusive insight. Is the target too low or easily managable for his profile or may be his capacity. This may lead to an willful default on discipline due to an superiority feeling, which could also not be in the best interest.
Another important factor to be evaluated is his motivation and need for this job, a careless/ disrespect to discipline may have roots there.
But the Bottomline is Discipline is above all, across departments, ranks and performance.
I am unable to accept that a indiscipled employee is a performer, for when an employee ia declared as a performer he is being presented as a role model and is graed on all parameters rather than ability to reach targets or output against input compared with others.
Rgds
RR