Common use of MANAGING UNSATISFACTORY PERFORMANCE Clause in Contracts

MANAGING UNSATISFACTORY PERFORMANCE. 12.1 The purpose of this clause is to support employees with unsatisfactory work performance to improve their performance. 12.2 The process of managing unsatisfactory work performance will be consistent with the principles of procedural and substantive fairness. 12.3 Prior to commencing the process (i) have explained the standards of performance required of the employee; (ii) have provided informal support to the employee to meet the standards; (iii) consider the organisational or personal factors that play a role in the employee’s unsatisfactory work performance; and (iv) considered alternatives to the formal support process to address the problems. 12.4 Commencing the formal unsatisfactory work performance process (a) Where the employer considers that informal attempt to address the employee’s unsatisfactory work performance have been unsuccessful, the employer must advise the employee in writing of the following: (i) the areas of unsatisfactory work performance, including a description and examples; (ii) the required standards of performance and/or expectations of the Employee’s role; (iii) the proposed training, counselling, coaching, feedback, professional development or other support, proposed be provided to help the employee to meet the standards; (iv) of the processes under this clause and a copy of this clause provided; and (v) a date and time to for a meeting where the employee can respond to the alleged unsatisfactory performance with the attendance of a support person. The employee may elect not to attend the meeting and to respond in writing. (b) If, after considering the employee’s response, the employer determines the employee is not meeting the standard, the formal support period will commence to enable the employee meet the standard. The support period will be no less than 12 weeks.