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Employee Performance Correction Notice Page 1 of 2 Employees: Present Date: Position: Date of Position: Supervisor: Location: Department: Suite 230 Disciplinary Level: Suite 402 MTP Payroll R Department

How to fill out employee performance correction notice

How to fill out an employee performance correction notice:

1. Start by entering the date at the top of the notice. This will serve as a reference for when the notice was issued.
2. Fill in the employee's information, such as their name, job title, and department. This ensures that the notice is addressed to the correct individual.
3. Specify the reason for issuing the performance correction notice. This could include instances of poor job performance, violation of company policies, or any other relevant issues.
4. Provide clear and specific details about the performance-related concerns. Include specific examples, dates, and incidents to support the notice and ensure clarity.
5. Outline the expectations and standards the employee is expected to meet or improve upon. Clearly state what actions need to be taken to rectify the performance issues.
6. Offer guidance or resources to help the employee improve. This could include training programs, mentoring opportunities, or suggestions for improvement.
7. Clearly state the consequences or potential disciplinary actions if the performance does not improve. This can range from additional coaching and monitoring to more serious disciplinary measures.
8. Include a section for the employee's remarks or comments, allowing them to provide their perspective on the notice or any relevant factors that may impact their performance.
9. Provide space for the employee and their supervisor to sign and date the notice. This acknowledges that the employee has received and understands the notice.

Who needs an employee performance correction notice:

1. Employees who have consistently failed to meet performance expectations.
2. Employees who have repeatedly violated company policies or procedures.
3. Employees who have demonstrated behavior that negatively impacts their job performance or the overall work environment.
4. Employees who have been involved in serious misconduct or breached employment terms.

Remember, it is crucial to handle performance correction notices professionally and ensure they are fair and objective. Open communication, support, and clear expectations are essential for the corrective process to be effective.

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