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 job performance, inferior quality results, and missed deadlines

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.

Claude,

As we discussed, your overall productivity, quality results, and timeliness remain a challenge and are not currently meeting acceptable performance standards. Since our discussion on March 4, numerous issues have been brought to your attention regarding these very same issues. Specifically, at the time of occurrence, we addressed the following productivity, quality, and delivery issues with you:

• You remain unable to differentiate consistently between the blades on visual inspection or by part number, despite having been trained and certified in these areas.

• You are not able to demonstrate a clear understanding of how to complete and submit the inventory forms. The number of resubmissions due to errors in the initial inputs has caused unnecessary delays.

• You have requested additional training on scanning and rotating, which has been provided. However, you continue to delay or postpone these activities or ask others to help you with them or do them for you.

• Despite prior training and certification, you continue to demonstrate challenges with photographing and resizing photos, causing rework and processing delays.

• Your administrative ticketing and processing remains uncoordinated and misaligned, especially surrounding the shipping checklist and pick tickets. Backlogs in ticket processing are having further impacts down the line.

When we discussed this with you last month, you asked for additional computer training, which you received three times a week for two weeks. You informed us that you felt you were given too much responsibility too early when you had no previous aviation experience. However, as you are aware, your position doesn’t specifically require prior aviation experience, and you have been trained consistently with your peers since your date of hire and certified in particular areas accordingly.

Retention of the information is at issue. You are responsible for demonstrating mastery of the duties and responsibilities you have been trained and certified in. It is not acceptable to continually ask your supervisor or peers for help in processing orders or working with the tools of your trade, and the delays and postponements we have experienced stem from your inability to master the basics of your craft.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: You have agreed, in conjunction with your supervisor and union steward, that the following tasks must be performed on a continuous and consistent basis from this point forward:

Please initial to the right of each task to demonstrate that you agree with these performance standards. I expect you to study your prep notes from prior training and certification sessions and see me if you are unclear on any of your roles or responsibilities. Likewise, I expect you to be able to work independently in any areas where you are expected to demonstrate competence. Focus on retaining your training materials so that you can work independently without delay and without having to rely on your coworkers to perform tasks that you have already been trained in or that constitute an essential and foundational function of your job.

2. Training or Special Direction Provided: At this point, you have been trained and certified in all key aspects of your role. You have likewise been retrained in several areas where you requested additional support. However, if after reviewing your instructional materials you develop additional questions about the material content, please meet with me to discuss those areas. We will set aside time for one-on-one hands-on training, but please note that these should be clarification issues—not retraining of basic material that you have already been trained on and certified in.

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, quality, and timeliness goals on an ongoing basis, no further disciplinary action will be taken regarding these specific issues. Further, you will develop greater confidence around your ability to contribute to the team and to our organization’s delivery results.

Negative: The disciplinary process has been escalated to the written warning level because your overall performance needs to improve and be sustained on an ongoing and consistent basis. According to the terms of the union contract, failure to demonstrate immediate and sustained improvement over the next thirty days may require escalation to the final written warning stage or further disciplinary action up to and including dismissal. A copy of this document will be placed in your personnel file.

Scheduled Review Date: Tuesday, May 2, 2017

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT GOES HERE