For an employee to perform to certain standards or levels they must know what those standards or levels are. One way of achieving this is by including a job description in the contract of employment and then carrying out regular appraisals on each employees performance. If an employee does not achieve the level of performance required then a fair and reasonable procedure to deal with it will help avoid an unfair dismissal claim.
Before any action is taken it has to be known why the employee is not performing properly. Once known, a suitable way of correcting the performance should be found and offered and then a timetable agreed for the necessary improvements to be made. Once this has failed then dismissal becomes an option.
It is not always clear whether poor work performance could be classed as misconduct (or even potential gross misconduct). In such a situation the disciplinary procedure should normally be followed.
Prepare a job description if the employee does not have one
Prepare a list of poor performance areas
Arrange a meeting
- Agree job description
- Discuss required performance
- Explain employees shortfall
- Allow an opportunity for employee to explain the poor performance
- Ask for suggestions how the employer could help them improve
- If appropriate, offer training
- Agree a timescale for improved performance
- Advise that reviews will take place and the results discussed in further meetings
- Advise that dismissal is an option
Take notes of the meeting
Send employee a letter confirming what has been agreed
Use frequent assessments to encourage the employee to improve
Retain note of assessments for use in reviews
Arrange formal reviews every month following the same format as the first meeting
If the employee fails to reach the required standard after the agreed time period
- Assess the capabilities of the employee
- If available, offer alternative employment within their capability
