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:Failure to follow departmental policies and procedures; 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.

Jim,

Your overall performance does not currently meet organizational performance standards. The fact that you have too many work orders open and are not finishing up your work in a timely manner has caused your customers to request that you not be assigned to service their equipment.

Furthermore, as we have discussed numerous times in the past six months, your work area is cluttered with unrepaired equipment. As a result, work orders and equipment are getting misplaced and backlogged. For example, on Monday, February 16, an unrelated Repair Work Order was found inside an incoming folder. The repair order was obviously lost.

You consistently fail to complete scheduled inspection work orders within a reasonable time frame. For example, this year you were again late in completing the research lab’s scheduled inspections despite your commitment to the lab manager last year. This jeopardized the lab’s license renewal. In addition, because you failed to inform me of the status of your late projects and specific problems in meeting deadlines, I was unaware of the problems until they blew up. This reduces our unit’s credibility among our customers as well as my own reputation as an effective manager.

Finally, from a technical standpoint, you are not meeting performance standards. It is not uncommon that I have to repair work that you have attempted—unsuccessfully—to repair. This leads to inefficiency and rework. For example, we purchased a new Forma C02 incubator this year. While it was still under warranty, you took it upon yourself to make inappropriate humidity calibration adjustments. You did more than you should have with a new product under warranty. This reveals poor judgment on your part and could have jeopardized the warranty.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Jim, I expect that you will make an immediate commitment to meeting the performance and conduct standards outlined in this memo. I expect you to openly communicate with me regarding the status of work on your desk—especially work that is behind schedule. I expect you to keep your work area organized by filling all new work orders by the end of the day and by storing unrepaired equipment and parts in an organized manner. I hold you accountable for making timely repairs like everyone else in the department.

2. Training or Special Direction to Be Provided: I will personally meet with you three times next week—on Monday, Wednesday, and Friday at 8:00 A.M.—to review the status of the work on your desk. In those meetings, you will need to discuss the status of each project, your progress in meeting deadlines, and your plans to tidy up your work area.

3. Interim Performance Evaluation Necessary? Yes. We have privately discussed these issues in my office on three separate occasions over the past six months. Therefore, I will now formally review your performance and issue you an interim evaluation regarding your track record in meeting the essential functions of your job.

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.

Negative: You are currently not meeting organizational standards of performance and conduct. If you fail to perform at an acceptable level at any time in the next ninety days, you will be placed in a formal ninety-day probationary period. If you fail to meet performance standards during that ninety-day probationary period, you will be subject to further disciplinary action up to and including dismissal. A copy of this document will be placed in your personnel file.

Scheduled Review Date: Two weeks (April 15)

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT GOES HERE