Lack of time/materials/support *Performance Issue – *Lack of time/materials/support *Solution -* Reorganise If the performance problem has been caused partly or fully by organisational inadequacies, implement procedures to rectify this. The...
Read more about "Lack of time/materials/support"...Lodging a formal complaint
Read more about "Lodging a formal complaint"...Personal/Non-work factor *Performance Issue -* Personal/Non-work factor *Solution -* Personal counselling Personal counselling means establishing whether or not a performance problem is caused by a personal non-work factor or a lack...
Read more about "Personal/Non-work factor"...Continuation/repetition of performance failure *Performance Issue -* Continuation/repetition of performance failure: *Solution -* Corrective coaching In the context of helping resolve employee performance problems, corrective coaching is appropriate when: More than...
Read more about "Continuation/repetition of performance failure"...Minor incident of unacceptable behaviour *Behaviour/Misconduct Issue – *Minor incident of unacceptable behaviour *Solution -* Informal reprimand An informal reprimand is appropriate for a minor incident of unacceptable behaviour that does...
Read more about "Minor incident of unacceptable behaviour"...Introduction *General Principles* Formal processes concerning unacceptable behaviour or poor performance should be: Initially avoided wherever possible by early application of positive remedial measures in the form of...
Read more about "Introduction"...Step 1: Preliminary investigation In the event of an allegation of misconduct or unsatisfactory work performance, the first step is to determine if there is substance to...
Read more about "Step 1: Preliminary investigation"...Step 2: Advice to employee When it is determined that the allegation has substance, it is necessary to advise the employee concerned. Inform the employee of: the nature...
Read more about "Step 2: Advice to employee"...Step 3: Stand-down In some situations it may be appropriate to stand down an employee, with or without pay, pending the final outcome of the matter. The...
Read more about "Step 3: Stand-down"...Step 4: Formal investigation Carry out a formal investigation to gather details of the alleged misconduct. Make all reasonable efforts to establish and confirm the facts by: Interviewing...
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