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

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.

Joan,

On your six-month performance evaluation, which you received last month, you were notified that you had to “increase the volume of your outbound calls by 20 percent” to reach the minimum daily threshold.

Although you passed your new employee ninety-day introductory period back in July with relative ease, the past few months have shown a decline in your mastery of the basics. To date, you are not making enough outbound calls or scheduling enough property appraisals to meet minimum production requirements. In addition, your production numbers in the area of recorded loans have fallen 15 to 20 percent short of expected minimums in the past two months. Finally, in monitoring your phone calls, I have witnessed that you are not properly determining borrowers’ needs in terms of offering the appropriate loan programs. This concerns me because you demonstrated in your first three months of employment that you could reach these production numbers, distinguish among our loan products, and qualify borrowers successfully. As a result, you are currently not meeting sales production standards.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Joan, I expect you to immediately increase your volume of outbound sales calls to reach the minimum established by departmental policy—fifty calls per day. I also expect you to master the details related to our firm’s various homeowner loan packages so that you can recommend suitable options to borrowers with authority and confidence.

2. Training or Special Direction to Be Provided: I will provide you with our company’s sales training manual so that you have an opportunity to review the basic features and benefits of our loan products. I will also ask Rena Stein, sales supervisor, to sit with you at your workstation for half a day to provide you with one-on-one feedback regarding incoming sales calls. Rena will also review with you the key questions to ask in determining borrowers’ loan-to-value 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, by raising your raw production numbers and reviewing the solutions that our loan options can provide to borrowers, you should increase your output to minimum performance thresholds and establish the groundwork necessary to earn your first commission check.

Negative: You are now being placed on a sixty-day written notice that you are not meeting the terms established in your recent performance evaluation. If your incoming call volume, scheduled appointments, and/or recorded loans do not meet company standards, or if you fail to demonstrate an ability to sell our firm’s loan programs at any time during that period, you will be subject to additional discipline up to and including termination. A copy of this document will be placed in your personnel file.

Scheduled Review Date: Thirty days (December 11)

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT GOES HERE