Informal Counselling i. Informal counselling is usually conducted by an Employee's supervisor/ manager who will discuss the issue with the Employee and identify any improvement in work performance or behaviour which may be required.
Informal Counselling. This is a "caution on the run" where an employee is informally reminded or informed of a problem. The purpose is solely to make the employee aware of the problem so that it can be rectified. This counselling may be delivered in a one-on-one or group setting and no personnel file record is made.
Informal Counselling. Informal counselling may be implemented at any time to outline a process for improving the skill development of an employee. The aim of informal counselling is to raise areas of required development with the employee and agree on an approach to address these areas. The focus of this development may not be purely on the development of technical or job related skills.
Informal Counselling. The Manager (in consultation with the Principal Lawyer, if appropriate) will meet with the staff member, and identify the area of unsatisfactory performance or behaviour. The staff member must have outlined to them the standard of performance or behaviour that is expected of them and be given guidance as to how to meet that standard. It may be appropriate to discuss training needs or support that the staff member may need. Follow up sessions may be appropriate and a review period may be set. The staff member should have explained to them the implications of failing to meet the required standard of performance or behaviour. The Manager will record that the staff member was counselled, however, no record is to be kept of the discussion during the counselling session. Informal Counselling may be skipped if the issue of a staff member’s performance or behaviour is serious and demands formal action to be taken immediately.
Informal Counselling. The employee shall be informed of his/her unsatisfactory performance or improper conduct and the consequences of his/her actions. The employee will be given reasonable opportunity to defend himself/herself in regard to these claims. The employee will be counselled by his/her Supervisor/Manager and this will include an explanation of specific points requiring change. Details of the counselling will be noted and dated in the Manager’s diary.
Informal Counselling. This step should be most frequently used to outline relevant Company rules and requirements and identify training needs to assist to correct employees' misinterpretation or unacceptable behaviour. Continued informal counselling for the same or similar conduct by the employee could progress to formal counselling. The need to progress to formal counselling will be established by the manager and will include consideration of the employee's conduct, the frequency of informal counselling issued by the supervisor and the employee's response to previous informal counselling.
Informal Counselling. 76.2. Prior to commencing any formal unsatisfactory work performance or conduct process, the Employee's Manager must informally discuss the issue(s) with the Employee.
Informal Counselling. (a) Where the Employer considers that the Employee's performance is unsatisfactory, the Employer will initially engage in discussions with the Employee in order to:
Informal Counselling. The centre manager or the service coordinator will meet with the worker and identify the area of unsatisfactory performance or behaviour. The worker must have outlined to them the standard of performance or behaviour that is expected of them and be given guidance as to how to meet that standard. It may be appropriate to canvass any training needs or support the worker may need. Follow up sessions may be appropriate and a review period could be set. The worker should have explained to them the implications of failing to meet the required standard of performance or behaviour. Although centre manager or the service coordinator may record that the worker was counselled, no record is to be kept of the discussion during the counselling session, except at the request of the worker.
Informal Counselling. The Coordinator will meet with the worker and identify the area of unsatisfactory performance or behaviour. The worker must have outlined to them the standard of performance or behaviour that is expected of them and be given guidance as to how to meet that standard. It may be appropriate to canvass any training needs or support the worker may need. Follow up sessions may be appropriate and a review period could be set. The worker should have explained to them the implications of failing to meet the required standard of performance or behaviour. The Coordinator will record that the worker was counselled, but no record is to be kept of the discussion during the counselling session.
