PERFORMANCE CORRECTION NOTICE

DISCIPLINARY LEVEL

Verbal Correction—(To memorialize the conversation.)

Written Warning—(State nature of offense, method of correction, and action to be taken if offense is repeated.)

Investigatory Leave—(Include length of time and nature of review.)

Final Written Warning

Without decision-making leave

With decision-making leave (Attach memo of instructions.)

With unpaid suspension

SUBJECT:Substandard work performance

Policy/Procedure Violation

Performance Transgression

Behavior/Conduct Infraction

Absenteeism/Tardiness

PRIOR NOTIFICATIONS

Incident Description and Supporting Details: Include the following information: Time, Place, Date of Occurrence, and Persons Present as well as Organizational Impact.

Don,

One month ago, you were given a verbal correction regarding your work performance. That followed an informal coaching session the month before that. Currently, you are not meeting departmental performance standards. Following are some of the outstanding issues that occurred in the past month:

Issue 1: On April 11, I inquired about the status of the March monthly recruitment report. You sent me an email that day with information regarding two of our six divisions. However, both of those reports contained inaccurate information (which I have attached to this document).¹ I double-checked your work by contacting the recruiters whom you support and found that their numbers were different. On April 4, 2017, therefore, I asked you to recheck your figures. However, I received no response to my email. When I emailed you again on April 23 requesting that same information, only then did you bring me the reports with corrections. As a result, you didn’t provide me with the information I requested in a timely fashion. Second, the corrected reports that you gave me did not specifically address the inaccuracies in the first report. I would have expected you to point out any inaccurate information.

Issue 2: On April 28 at a monthly department quality assurance meeting, you presented a progress report on quarterly recruitment and turnover results. However, you had not adequately prepared your report, and you subsequently confused the numbers and percentages in front of the group. This further demonstrates a lack of understanding in one of your essential job function areas. As a result, I had to interrupt your presentation and complete your presentation for you.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Don, I expect you to meet the goals that were outlined in your previous warning. Namely, you must clearly communicate any time you have a question about the information given to you by the recruiters whom you support. I expect you to double-check your work against actual company records before presenting me with a final report. I also expect you to clearly account for any discrepancies in your calculations versus the company’s final numbers. Finally, I expect you to review your job description to ensure that you are familiar with your primary and secondary job responsibilities.

2. Training or Special Direction to Be Provided: I recommend reviewing the textbooks that you used to pass your certification as a Professional in Human Resources from the Society of Human Resources Management. I will meet with you in the next seventy-two hours to review how you calculate our company’s cost-per-hire, turnover, and time-to-start ratios.

3. Interim Performance Evaluation Necessary? No

4. Our Employee Assistance Program (EAP) provider, Prime Behavioral Health Group, can be confidentially reached to assist you at (800) 555-5555. This is strictly voluntary. A booklet regarding the EAP’s services is available from Human Resources.

5. In addition, I recognize that you may have certain ideas to improve your performance. Therefore, I encourage you to provide your own Personal Improvement Plan Input and Suggestions:

(Attach additional sheets if needed.)

OUTCOMES AND CONSEQUENCES

Positive: I will remain available to help you and discuss areas where you require additional support. If you meet your performance goals, no further disciplinary action will be taken regarding this issue. In addition, you will gain more confidence in performing your job and quantifying the success of the recruitment unit.

Negative: You are now being placed on notice that if you fail to meet any standards of performance and conduct at any time in the next ninety days, you will be placed on final written warning. If you fail to meet any goals and objectives outlined in this memo while you are in that final warning period, you may be dismissed. A copy of this document will be placed in your personnel file.

Scheduled Review Date: Thirty days (June 1)

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT GOES HERE