Managers Guide to Learning and Development

A follow-up meeting will be held, even if there is no longer an issue, as this enables both parties to acknowledge the issue has been resolved.

Performance Counselling

If your performance does not improve, then your Manager will undertake a performance counselling interview with you. This will not be left until the annual review under the Performance Review procedure. It will be done as soon as it becomes evident that guidance interviews have not brought about any improvement.

Your Manager will clearly identify, and document, the gap between your actual and required performance. At the interview, your deficiency in performance will be clearly explained by your Manager. Reference will be made to your position description to ensure that there is clarity about role expectations and responsibilities.

It should be made clear that a failure to improve can result in the implementation of formal procedures for Unsatisfactory Work Performance and/or Dismissal for Unsatisfactory Work Performance.

After the interview, your Manager will document the interview using the Unsatisfactory Work Performance Memo and send a copy to the Managing Director/CEO. A copy of this report must be provided to you. You are entitled to respond to the report. Any response must be filed with the report on your personnel file.

Unsatisfactory Work Processes

If your work performance still does not improve, despite guidance and performance counselling, then you will be placed on Unsatisfactory Work Performance processes.

At all stages of Performance Counselling and Unsatisfactory Work Performance processes, you are entitled to be accompanied by a support person of your choosing whose role is to provide support for you and act as a witness to proceedings. Unless the person is a Union Delegate, their role is not to advocate on your behalf.

Dismissal for Unsatisfactory Work Performance

91