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.

Harry,

The Edgar Rabinowitz loan (original review date October 22, 2017) was rejected from the loan pool because the pool reappraisal found your appraised value very out of line. You agreed with the outside appraiser of this wholesale loan that the Rabinowitz property was worth $830,000. The pool, however, appraised this property at $635,000. Your failure to pull and review comps for this property and confirm the outside evaluator’s appraisal resulted in the loan being rejected from the pool.

The company also missed the opportunity to sell the Ronald McGlone property (December 16, 2017, review date) because you raised our retail appraiser’s original estimate of $86,000 to $103,000. As a desk review appraiser, you must receive my sign-off before altering an in-house appraiser’s original estimate. In reviewing your work, I found that the comps that you used to rebut our in-house appraiser’s valuation were not appropriate for that specific property because you failed to adjust for certain devaluing factors. For example, the McGlone property was located next to a railroad track and in a brush area.

Both of these examples violate our department’s established appraisal review policies and procedures and have had considerable negative financial impact on our business operations.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Harry, I expect you to always clear with me in advance any time you wish to readjust an in-house appraiser’s value upward. I also expect you to follow departmental guidelines regarding desk review protocol.

2. Training or Special Direction to Be Provided: I will meet with you for one hour per week for the next three weeks to randomly audit your current cases. Please take advantage of that hour time slot to bring up any questions you have regarding more challenging and unconventional appraisals.

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 a greater sense of job satisfaction as your confidence and expertise build.

Negative: Harry, I know that as a four-year employee with a consistent performance record, you can master the task at hand. For that reason, I am holding you fully accountable for the end result of your evaluations and desk reviews. However, I now have no choice but to place you on a formal ninety-day written warning. If at any time during this period you are unable to perform at an acceptable level or if you fail to follow any company policies or procedures, you may be placed on a ninety-day final written warning. Any transgressions in that final written warning period may result in your dismissal. A copy of this document will be placed in your personnel file.

Scheduled Review Date: One week (April 4)

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT GOES HERE