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Eight-point performance management checklist ensures you follow each step in the process. |
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Fourteen-step managing poor performance overview flowchart illustrates the overall performance management process. |
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Performance meeting invitation (i.e. first formal meeting) to ensure the employee clearly understands at each stage the purpose of the meeting and the potential consequences should their performance not
improve as required. |
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Simple performance improvement plan illustrates the performance issues clearly, the required performance improvement how performance will be measured, the support to be provided to assist
improvement and a clear timeframe for improvement. |
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Fourteen-point formal interview with non-performers checklist guides you through the sequence of formal meetings and written warnings when dealing with an employee whose performance has not improved
following an initial informal/counselling approach |
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First written warning can be issued at the end of the first formal meeting and starts the formal warning process should the employee not meeting the performance improvement standards in the timeframe, as
discussed and set out at the meeting. |
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Second performance meeting invitation. |
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Final written warning is issued if the employee does not meet the performance improvement standards within the required timeframe as discussed and set out at the second meeting.
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Final performance meeting invitation. |
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Termination with notice letter is the final step if the employees non-performance continues. |
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