Continuing Professional Development (CPD

We will give you a reason why you are at risk of being dismissed. The reason will be a valid reason based on your conduct or capacity to do the job.

You will be warned in writing, that you risk being dismissed if there is no improvement.

We will provide you with an opportunity to respond to the warning and give you a reasonable chance to rectify the problem, having regard to your response.

Rectifying the problem might involve us providing additional training and ensuring you know our job expectations.

In discussions with you in circumstances where dismissal is possible, you can have another person present to assist. However, the other person cannot be a lawyer acting in a professional capacity.

Managers Guide to Performance Management:

Reasons for Under-Performance

There are many reasons why team members perform poorly. Some of the common reasons include:

● a team member doesn't know what is expected because goals and/or standards or workplace policies and consequences are not clear (or have not been set),

● interpersonal differences,

● there is a mismatch between a team member's capabilities and the job they are required to undertake or the team member does not have the knowledge or skills to do the job expected of them,

● a team member has not had counselling or feedback on their performance,

● lack of personal motivation, low morale in the workplace and/or poor work environment,

● personal issues such as family stress, physical and/or mental health problems or problems with drugs or alcohol,

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● cultural misunderstanding, and

● workplace bullying.

Things to Consider in Relation to Under-Performance

The following questions will help prompt you to cover all information required in a performance discussion:

● What is the performance “ gap” (i.e., the difference between the required standards of performance and the actual performance)?

● How large is the gap?

● Is it increasing?

● What are the consequences of this gap?

● How serious are they?

● Has the team member’s performance been acceptable in the past?

● Does the team member have the skills required to perform the job to the required standards?

● If not, are they capable of obtaining and using the skills?

● What additional training/support can be provided?

● In general, is the team member capable of performing the job?

● How important to the team member is performing the job well?

● Does the team member benefit in some way from unsatisfactory work performance (e.g., trying to prove a point, having a hidden agenda, etc.)?

● Are there barriers preventing the team member from performing to the required standards, that are within their control?

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