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Management of Underperformance Procedure February 2011Document titleManagement of Underperformance Procedure February 2011Document author and department Annette Burke, HR Adviser, Policy DevelopmentApproving

How to fill out under-performance procedure

How to fill out under-performance procedure:

1. Identify the under-performance issue: Start by clearly identifying the specific area or task where the employee is under-performing. This could be related to job responsibilities, productivity, quality of work, or other relevant factors.
2. Document the under-performance: Keep a record of any instances or examples of under-performance. This could include missed deadlines, poor quality work, feedback from customers or colleagues, or any other evidence of the problem. It is important to be specific and objective in this documentation.
3. Communicate with the employee: Schedule a meeting with the employee to discuss the concerns regarding their under-performance. Be prepared to present the documented evidence and provide specific feedback on where they are falling short. This meeting should be conducted in a respectful and constructive manner, with a focus on finding solutions and providing support.
4. Set clear expectations: During the meeting, clearly communicate your expectations regarding the employee's performance. Outline what needs to be improved, the timeframe for improvement, and any specific goals or targets they need to meet. It is important to provide them with the necessary resources or support they may need to improve.
5. Offer guidance and assistance: Provide the employee with any necessary training or resources that can help them improve their performance. This could be in the form of additional coaching, mentoring, or professional development opportunities. Regularly check in with them to see how they are progressing and offer assistance where needed.
6. Monitor progress: Keep track of the employee's progress and regularly review their performance. Set up regular meetings to discuss their progress, offer feedback, and address any concerns or challenges they may be facing. Celebrate any improvements or milestones achieved along the way.
7. Take appropriate action if necessary: If the employee fails to make the necessary improvements within the specified timeframe, it may be necessary to take further action. This could include additional performance improvement measures, disciplinary actions, or in extreme cases, termination of employment. Each situation should be handled on a case-by-case basis, following legal requirements and company policies.

Who needs under-performance procedure:

1. Organizations: Under-performance procedures are essential for organizations to maintain productivity and ensure that employees are meeting the required standards. It provides a structured approach to address under-performance issues and enables organizations to take appropriate action when necessary.
2. Managers and supervisors: Managers and supervisors are responsible for monitoring employee performance and addressing any under-performance issues. Having a clear procedure in place helps them effectively manage and support employees who are not meeting expectations, ensuring that the necessary steps are taken to improve performance.
3. Employees: While under-performance procedures may be seen as negative, they also provide an opportunity for employees to receive constructive feedback and support. It gives them a clear understanding of expectations and provides a structured process for improvement, potentially helping them grow professionally and succeed in their role.

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What is under-performance procedure?

Under-performance procedure is a process to address and improve the performance of an employee who is not meeting performance expectations.

Who is required to file under-performance procedure?

Employers or managers may be required to initiate the under-performance procedure for employees who are not meeting performance standards.

How to fill out under-performance procedure?

The under-performance procedure typically involves documenting performance issues, setting clear expectations, providing support and training, and monitoring progress.

What is the purpose of under-performance procedure?

The purpose of the under-performance procedure is to help employees improve their performance, address any issues affecting their productivity, and ultimately meet the required standards.

What information must be reported on under-performance procedure?

Information such as specific performance issues, expectations, action plans, progress monitoring, and any additional support provided should be included in the under-performance procedure documentation.