Get the free PERFORMANCE COUNSELING RECORD - epcc

Reset Form Print Form PERFORMANCE COUNSELING RECORD Employee: Employee ID: Date: Job Title: Department: General Nature of Discussion: Attendance Quality of Work Quantity of Work Conduct Other Specific

How to fill out performance counseling record

How to Fill out Performance Counseling Record:

1. Begin by entering the date of the performance counseling session at the top of the record. This helps in documenting when the counseling took place.
2. Next, identify the employee by including their full name, job title, and any other relevant identifying information. This ensures that the record is specific to the individual employee.
3. Clearly state the purpose of the counseling session. Whether it is for performance improvement, addressing a specific issue, or providing feedback, it is important to communicate the reason behind the counseling.
4. Describe the performance concern or issue that needs to be addressed. Be specific, objective and provide examples to support your observations. It is crucial to maintain a factual and non-biased approach.
5. Collaborate with the employee to identify the underlying causes behind the performance concern. Discuss any potential obstacles or challenges they may be facing and provide assistance or resources where possible.
6. Set measurable performance goals or expectations for the employee to work towards. These goals should be realistic, achievable, and relevant to their job responsibilities. Make sure to document these goals in the record for future reference.
7. Discuss any potential consequences or disciplinary actions that may result if the employee fails to improve their performance. Be clear in outlining the expectations and the timeframe for improvement.
8. Allow the employee to provide their perspective and feedback on the situation. This encourages open communication and fosters a collaborative approach towards resolving the performance concern.
9. Document any agreements or action plans made during the counseling session. This includes steps that the employee will take to address the performance concern and any support or resources that will be provided by the organization.
10. Finally, both the employee and the manager should sign and date the record to acknowledge that they have participated in the counseling session and are aware of the discussed expectations.

Who Needs Performance Counseling Record:

1. Employees who are experiencing performance issues or concerns that require addressing.
2. Managers or supervisors responsible for providing performance feedback, guidance, and support to their employees.
3. Organizations or companies aiming to maintain a systematic and organized approach in addressing performance concerns and ensuring accountability.
4. HR departments or personnel who play a role in monitoring employee performance, providing support to managers, and maintaining documentation for performance-related matters.
5. Employers who strive to create a fair and transparent performance management system that allows for continuous improvement and development of their workforce.

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What is performance counseling record?

Performance counseling record is a document that details a discussion between a supervisor and employee about performance-related issues.

Who is required to file performance counseling record?

Supervisors or managers are required to file performance counseling records for their employees.

How to fill out performance counseling record?

Performance counseling records should be filled out by documenting the date, participants, discussion points, action items, and signatures of both parties.

What is the purpose of performance counseling record?

The purpose of performance counseling record is to track and monitor employee performance, provide guidance for improvement, and serve as a record of performance discussions.

What information must be reported on performance counseling record?

Information such as employee name, date of discussion, performance issues, action items, and signatures must be reported on performance counseling records.