Common use of Formal Action Clause in Contracts

Formal Action. 41.2.1 The supervisor will discuss the matter of unsatisfactory performance with their Head of Element and the Director, HR, or delegate, will be notified prior to taking any further steps. 41.2.2 The supervisor will provide the employee with a written statement setting out specific aspects of performance which are unsatisfactory and the improvements in performance which are required. The supervisor will also specify a timeframe within which performance should improve and at the end of which a review will be held. The duration of the timeframe will be reasonable, having regard to the nature of the nominated performance shortcomings. The supervisor will further specify any support and/or development activities to be made available during this period. The employee has the right to respond to an assessment of unsatisfactory performance through a written response, which will be considered by the supervisor. All documentation will be kept on file and a copy provided to the employee. Documentation will include the employee’s response to the assessment of unsatisfactory work performance. The Head of Element and Director, HR will be advised that a written notification(s) of performance concerns has been issued. 41.2.3 If the employee’s performance is still regarded by the supervisor as unsatisfactory, normally at the end of the review period, the supervisor will submit a report through their Head of Element to the Director, HR. The report shall include copies of previous counselling, written notifications, any statement(s) made by the employee and a clear statement of aspects of performance considered to be unsatisfactory. The supervisor will notify the employee of their intention to make the report and the proposed recommendation to the Head of Element and provide a copy to the employee. The Head of Element may recommend 1 of the forms of disciplinary action as defined in this Agreement. The employee has 10 working days to submit a response to the Director, HR.

Formal Action. 41.2.1 20.2.1 The supervisor will discuss the matter of unsatisfactory performance with their Head of Element and the Director, HR, or delegate, will be notified prior to taking any further steps. 41.2.2 20.2.2 The supervisor will provide the employee staff member with a written statement setting out specific aspects of performance which are unsatisfactory and the improvements in performance which are required. The supervisor will also specify a timeframe within which performance should improve and at the end of which a review will be held. The duration of the timeframe will be reasonable, having regard to the nature of the nominated performance shortcomings. The supervisor will further specify any support and/or development activities to be made available during this period. The employee staff member has the right to respond to an assessment of unsatisfactory performance through a written response, which will be considered by the supervisor. All documentation will be kept on file and a copy provided to the employeestaff member. Documentation will include the employeestaff member’s response to the assessment of unsatisfactory work performance. The Head of Element and Director, HR will be advised that a written notification(s) of performance concerns has been issued. 41.2.3 20.2.3 If the employeestaff member’s performance is still regarded by the supervisor as unsatisfactory, normally at the end of the review period, the supervisor will submit a report through their Head of Element to the Director, HR. The report shall include copies of previous counselling’s, written notifications, any statement(s) made by the employee staff member and a clear statement of aspects of performance considered to be unsatisfactory. The supervisor will notify the employee staff member of their intention to make the report and the proposed recommendation to the Head of Element and provide a copy to the employeestaff member. The Head of Element may recommend 1 of the forms of disciplinary action as defined in this Agreement. The employee staff member has 10 working days to submit a response to the Director, HR.

Formal Action. 41.2.1 (a) The supervisor will discuss the matter of unsatisfactory performance with their Head of Element the Director and the Director, HR, or delegate, will be notified prior to taking any further steps. 41.2.2 (b) The supervisor will provide the employee with a written statement setting out specific aspects of performance which are unsatisfactory and the improvements in performance which are required. The supervisor will also specify a timeframe within which performance should improve and at the end of which a review will be held. The duration of the timeframe will be reasonable, having regard to the nature of the nominated performance shortcomings. The supervisor will further specify any support and/or development activities to be made available during this period. The employee has the right to respond to an assessment of unsatisfactory performance through a written response, which will be considered by the supervisor. All documentation will be kept on file and a copy provided to the employee. Documentation will include the employee’s response to the assessment of unsatisfactory work performance. The Head of Element and Director, HR will be advised that a written notification(s) of performance concerns has been issued. 41.2.3 (c) If the employee’s performance is still regarded by the supervisor as unsatisfactory, normally at the end of the review period, the supervisor will submit a report through their Head of Element the Director to the Director, HR. The report shall include copies of previous counselling’s, written notifications, any statement(s) made by the employee and a clear statement of aspects of performance considered to be unsatisfactory. The supervisor will notify the employee of their intention to make the report and the proposed recommendation to the Head of Element and provide a copy to the employee. The Head of Element Director may recommend 1 one of the forms of disciplinary action as defined in this Agreement. The supervisor will provide the employee has a copy of the report at the time it is submitted to the Director, HR. The staff member will be entitled to 10 working days from receipt of the supervisor’s report to submit a written response directly to the Director, HR.