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Addressing Unsatisfactory Performance Policy and Procedures February 2008 Contact : Employment Relations Replaces: Addressing Unsatisfactory Performance Policy & Procedures (2006) Evaluation Date:

How to fill out addressing unsatisfactory performance policy

How to fill out addressing unsatisfactory performance policy:

1. Fully understand the policy: Begin by carefully reading and familiarizing yourself with the addressing unsatisfactory performance policy. Take note of any specific guidelines or procedures mentioned in the policy.
2. Document the unsatisfactory performance: Before starting to fill out the policy, gather concrete evidence and documentation regarding the unsatisfactory performance. This evidence may include performance reviews, complaints, or any other relevant information.
3. Identify the employee: Clearly identify the employee who is being addressed in the policy. Provide their full name, job title, and any other relevant identifying details.
4. State the specific performance issues: In the policy, clearly outline the specific performance issues or concerns that need to be addressed. Be as detailed and specific as possible, providing examples or instances where the employee's performance fell short.
5. Communicate the impact: Explain how the employee's unsatisfactory performance has impacted the organization, team, or specific projects. Highlight any negative consequences or effects their performance has had on productivity, morale, or other aspects within the workplace.
6. Outline expectations: Clearly state the expectations and standards that the employee should meet moving forward. Provide specific goals or targets that the employee should strive to achieve in order to address their performance issues.
7. Offer support and resources: If applicable, mention any resources or support that will be provided to the employee to help them improve their performance. This may include additional training, coaching, or mentoring opportunities.
8. Set a timeline: Establish a timeline for improvement, specifying when regular performance evaluations or check-ins will occur. Clearly communicate any consequences or disciplinary actions that may occur if the employee fails to meet the outlined expectations within the given timeline.
9. Sign and date: Once the addressing unsatisfactory performance policy is filled out, ensure that the document is signed and dated by the appropriate parties, including the employee, their supervisor, and any other relevant stakeholders.

Who needs addressing unsatisfactory performance policy?

1. Employees with consistently unsatisfactory performance: The addressing unsatisfactory performance policy is designed for employees who have displayed a pattern of poor or subpar performance. It provides a framework for addressing and improving their performance.
2. Managers and supervisors: Managers and supervisors who are responsible for overseeing employee performance and ensuring that organizational goals are met will often be the ones initiating and implementing the addressing unsatisfactory performance policy.
3. Human resources department: The HR department plays a crucial role in providing guidance and support throughout the process of addressing unsatisfactory performance. They may be involved in reviewing and approving the policy, offering training and resources, and assisting with any necessary documentation or follow-up actions.

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