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:Slow and inefficient production; lack of productivity and quality

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.

Summer,

On January 8, 2017, you and I met for another counseling session regarding your productivity. I clarified that our department’s published production standard was fifteen calls per day. However, the total number of calls that you made during the entire month of February was thirty-four—the equivalent of only two days’ work. This count was calculated from your weekly reports. However, because you failed to turn in your daily logs (which is mandatory for all collections reps) on five separate instances, I had to take time away from my own work to research and tally these totals. I presented this information to you on April 18, yet you had no excuse for having made such a minimal number of calls.

In addition, on February 25, I took you off calls and had you process the backlog of mail. You processed 151 pieces of mail (which was acceptable) over the next three weeks. In reviewing the mail that you had processed for accuracy, however, I found that your write-ups were very sloppy and sometimes illegible. I reminded you several times that the correct Invoice Number and Detail Number must be recorded on the write-up sheet. I found inconsistencies throughout the write-ups and had to correct them myself before they could be processed. This slowed down the work flow in our unit.

Your inconsistent and erratic performance, Summer, makes double-checking all your work necessary. The time spent reviewing careless errors should be devoted to making calls to collect outstanding balances on accounts due. I remain concerned about your excessive personal conversations with your coworkers and incoming personal phone calls (which cannot be monitored). You are not meeting departmental standards of production. Because of ongoing problems with these same issues, you are now being placed on a special probation with more stringent requirements.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Summer, I expect you to immediately improve the quantity and quality of your work. Your telephone calls must immediately increase to meet the minimum number of daily outbound calls (fifteen). Your work with the mail must be reasonably free from error and careless mistakes. I expect that you will limit inbound calls to emergencies only.

2. Training or Special Direction to Be Provided: I will meet with you daily for the next week to ensure that you are meeting your fifteen-call-per-day minimum. I remind you, Summer, that this is a minimum benchmark—not a daily outbound call goal. In addition, I am providing you with copies of (1) your job description, (2) departmental production guidelines, and (3) the corporate policy regarding personal phone calls on company time. Please review these documents immediately, and see me if you have any questions about your essential job functions or what is expected from you.

3. Interim Performance Evaluation Necessary? No. However, I remind you that your most recent evaluation in March shows that your overall performance is not meeting performance expectations.

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 develop a greater sense of accomplishment in helping our department collect on outstanding receivables and meet its cash flow goals.

Negative: You are now being placed on notice that if you are discovered engaging in a personal telephone call of a nonemergency nature at any time in the next ninety days, you may be dismissed.

In addition, if in the next ninety days you fail to meet any established departmental standards of productivity or performance, you may likewise be dismissed. A copy of this document will be placed in your personnel file.

Scheduled Review Date: Tomorrow (May 2)

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT GOES HERE

Note: Since this is a final written warning with no decision-making leave, add the following sentences to the Employee Acknowledgment: “In addition, I understand that my position is seriously in jeopardy of being lost and that this is my last chance to improve my performance and to meet minimum company expectations. If I fail to meet these expectations or otherwise demonstrate that I am not sufficiently responsible to continue my employment, I will voluntarily resign or be discharged for cause.