Employee Counselling and Performance Management Sample Clauses

Employee Counselling and Performance Management. It is recognised that part of a Supervisor’s role is to motivate employees to achieve certain standards. These standards may be in terms of quantity, quality, safety and other measures. It is hoped that the performance appraisal process will raise issues at an early stage with no further action required. However, it must be recognised, that if the required performance standards are not evident, the Supervisor has a responsibility to manage the situation in such a way as to achieve the required improvement in performance. Performance issues will be handled in accordance with the procedure as set out below. Performance counselling is intended to be used in a positive way to coach and develop skills, attitudes and performance gaps that employees may have. Where an employee is unable to full fill their normal duties or have had their site access denied or authority/licence to operate revoked a review will be conducted on a case by case basis. Where suitable and gainful alternate duties are offered to the employee, the classification wage rate may be changed to reflect the required skill level of the alternate duties. The employee must be consulted prior to this occurring and any dispute should be referred to the Dispute Resolution Procedure (Clause 8) of this Agreement. There are five levels of action, which may be necessary to implement to gain cooperation and adherence to standards. Management will also give reference to the Company Counselling for Performance Policy when managing performance issues. The level of action taken will depend upon the nature and seriousness of the performance problem or offence.