Unsatisfactory Performance Procedures. 4.9.3.1 If, at the end of the specified review period referred to in sub-clause 4.9.2.1 the staff member’s performance has not improved to the required standard, the supervisor will submit a report to this effect to relevant Member of the Executive for consideration and, at the same time, provide a copy to the staff member.
Unsatisfactory Performance Procedures. The first principle is that a supervisor must make every effort to resolve instances of unsatisfactory performance through guidance, counselling and appropriate staff development, or appropriate work allocation, before a possible report to the Delegated Officer or nominee. Such counselling may be in the form of an improvement plan developed at the point where under-performance has been identified through the performance management and development process. At the request of the staff member, a supervisor must consult with colleagues in the organisational unit before making a formal report to the Delegated Officer. The first step in the procedure is as follows: where a supervisor is of the view that the performance of a staff member is unsatisfactory, the supervisor will first counsel the staff member on the nature of the improvement required and the time within which reasonable improvement can be expected; if the supervisor believes it appropriate, he or she will direct the staff member to undertake a course of professional development or other appropriate program(s) designed to assist in improving performance; a record of the counsel given will be kept and a copy supplied to the staff member concerned. Where a supervisor believes that counselling has not produced the desired improvements in performance, the supervisor will make a formal report to the Delegated Officer that the performance of the staff member is unsatisfactory. Such a report will state clearly the aspects of performance seen as unsatisfactory and record the attempts to remedy the problem. The supervisor will provide the staff member with a copy of the report at the time it is submitted. The staff member will be entitled to ten working days to submit to the Delegated Officer a written response to the supervisor’s report. Upon receipt of the supervisor’s report and any written response from the staff member, the Delegated Officer will first satisfy himself or herself that: appropriate steps have been taken to bring the unsatisfactory nature of performance to the staff member’s attention; and an adequate opportunity to respond was given; and a reasonable opportunity has been afforded to remedy the performance problem; and there has been appropriate consultation with the staff member’s colleagues by the supervisor. The Delegated Officer may then decide to: take no further action; or refer the matter back to the supervisor to ensure that the steps referred to in sub- clause 0 are complied with; ...
Unsatisfactory Performance Procedures. 4.1 The parties acknowledge that the purpose of implementing unsatisfactory performance procedures is to improve an employee’s performance to a satisfactory level. The parties are committed to the process being completed as early as possible within a maximum thirteen week period however it is recognised that circumstances may arise where this timeframe is not achievable.
