Equal Opportunity and Diversity
Organized Merit (AFSCME)
Dealing with Performance Problems
The purpose of Performance Management is to help the employee be successful in his or her position. When an employee fails to meet the expectations that have been outlined, it is important that management progressively counsel the employee to help him or her meet the outlined expectations.
The Employee and Labor Relations Office is available to consult with you regarding your questions regarding the appropriate steps to take when addressing employee performance problems. The Employee and Labor Relations Office may be involved in advising both the employee and management in any of the processes below.
Non-Disciplinary
It is recommended that management counsel employees when a pattern of poor performance/behavior is observed.
Disciplinary
Please visit the AFSCME contract for specifics about disciplinary action. Also for templates, please visit Link to HR on AccessPlus.
Performance Appraisal (Annual Review)
An employee should at a minimum receive an annual review of their performance.
Forms and Tips for completing an Annual Review - information available in Link to HR - Dept Toolkit - See your HR Liaison for information
Behavioral Observations of Poor Performance
Performance Improvement Plans (PIP)
Performance Improvement Plans are often used to monitor a staff member's performance toward the expectations of the position requirements.