Performance Mgmt - Disciplinary Process

Question 1

What is performance mgmt?

Answer 1

seeking IMPROVEMENT through SUPPORT and DIALOGUE to enable worker perform satisfactorily. NOT a disciplinary process.

Question 2

Explain st 1 of performance mgmt?

Answer 2

informal meeting - on underlying iss re below par perf -
>talk in private
>2 way convo
>outline iss and use eg -listen to employee
-be very informal don’t let it turn into formal discussion -that undermines certain obligations afforded to employee
-try and reach an agreement - allow time to improve
-send letter outlining convo
-set up f/u meeting
-consider welfare

Question 3

Explain st 2 of performance mgmt when not improved?

Answer 3

> SET UP Formal Mtg
>ID how fall short
>SEND letter inv to a PERF MTG
>SET UP PERF MGMT FILE 
>SEE HR consider options
>CHECKLIST of items to be discussed
>CONSIDER ORG SPPT

Question 4

what happens at the st 2 meeting?

Answer 4

• intro: explain min standards required
• Provide info
• opportunity to respond
• problem solve - give PIP form if needed - advise of all support to be provided advise if not reached then could be misconduct issue
• record keeping

Question 5

Explain st 3 Per Imp Plan (PIP)?

Answer 5

>BE SPECIFIC - get EG 
>REFER to MIN ACCPT STANDARDS - REF to competencies, coc and pd
>SET achievable and measurable STEPS
>SUPPORT
>GIVE FEEDBACK
>REVW PERIOD
>PROGRESS MTGS 
>START DATE/POSS CONSEQ
>BOTH SIGN

Question 6

What happens once PIP implemented?

Answer 6

> ACTIVATE agreed support
DIARY MTGS
EST monitoring system for progress checks
PIP only relates to this incident, any new incidences requires new process

Question 7

Explain st 4 Per Imp Plan (PIP)?

Answer 7

> COMPLETED REQ STND REACHED
IF reached advise and let know that PIP over/confirm end date in writing
can still monitor on an informal basis
copy of PIP on employees perf mgmt file

Question 8

What if PIP not met?

Answer 8

• Consider revising PIP

- may by appropriate to go directly to progressive disciplinary process