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:Recurring negligence and thoughtlessness

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.

Peter,

Today it was discovered that you placed a food cart on its side against a wall to dry in the sun rather than following standard organizational procedure and wiping it off. This poses a physical hazard to you and to others, and it damages the cart as well. You were specifically warned about mishandling food service equipment in a final written warning, a written warning, and a verbal warning over the past nine months. Turning food carts on their side to dry was one specific action that you were instructed to avoid repeating in the future.³

Furthermore, your most recent annual performance review in February addressed this very same issue and graded you as “not meeting expectations” in terms of properly handling equipment and following standard procedures. Such recurring negligence and thoughtlessness involving routine work is unacceptable. In addition, Peter, you have demonstrated a pattern of being told what you need to do and then violating those instructions.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Peter, I expect you to follow all standard departmental policies and procedures at all times. I expect you to be especially mindful of past transgressions in order to avoid repeating them.

2. Training or Special Direction to Be Provided: In the past six months, you have received a booklet summarizing key departmental policies and procedures. Your previous warnings and your most recent performance evaluation thoroughly addressed departmental expectations and special instructions for you to follow. You are to review all of those documents again to ensure that you thoroughly understand what is expected of you, and you are to see me tomorrow with any questions regarding what you’ve read.

3. Interim Performance Evaluation Necessary? No. Your most recent performance evaluation documents that you are not meeting the overall performance expectations 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: Peter, we are not terminating you at this time because of your long tenure with our organization. We are, instead, giving you another chance. If you again fail to handle equipment according to departmental guidelines or violate any other standards of performance and conduct, you may be immediately dismissed. A copy of this document will be placed in your personnel file.

Scheduled Review Date: None

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT GOES HERE

Note: Since this is a final written warning, add these sentences to the Employee Acknowledgment: “In addition, I understand that this is my last chance. If I fail to meet the performance standards established in this notice, I will voluntarily resign or be discharged for cause.”