Document Chunk
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Section : Step 4 - Agree on a solution
Domain : Human Resource Management
Classification : Not Identified
Context
This chunk is part of the "Using best practice to manage underperformance" section, specifically detailing the components of a performance improvement plan that outlines expectations, support, responsibilities, and follow-up procedures for addressing employee underperformance.
Text Content
- clearly identify the performance that needs to improve or the behaviour that needs to change
- outline how this will be done, and list any support that will be provided to help the employee improve
- explain each party's responsibilities
- give the employee a reasonable time to improve their performance
- set a date for a follow up meeting to review progress and discuss the employee's performance against the agreed plan
- in cases of serious or ongoing underperformance, specify clearly and preferably in writing the possible consequences if the employee's performance does not improve. Both you and the employee should keep a copy of any performance improvement plan. fairwork.gov.au | Fair Work Infoline: 13 13 94 | ABN: 43 884 188 232 PRACTICAL TIP: We have templates to help you manage underperformance. Find our template performance improvement plan, warning letters and other useful checklists at fairwork.gov.au/templates
- What is the first step in addressing an employee's underperformance according to the text?
- What should be included in the outline for improving performance?
- Why is it important to specify each party's responsibilities in a performance improvement plan?
- How much time should be given to the employee to improve their performance?
- What is the purpose of setting a follow-up meeting after the performance improvement plan is implemented?
- What should be done in cases of serious or ongoing underperformance?
- Why is it important for both the employer and employee to keep a copy of the performance improvement plan?
- What resources are available for managing underperformance as mentioned in the text?
- How can the consequences of not improving performance be communicated effectively to the employee?
- What role does support play in helping an employee improve their performance?