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 role performance and communication

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.

Dmitri,

As the director of construction planning, you were assigned the lead project management role for the XYZ project in June 2017. You are aware that this included managing the strategy, analysis, communications, project objectives, and risks for the project’s overall delivery and completion. The output of your work does not currently represent the level expected of a director. The items in bold parentheses at the end of each paragraph represent the core qualifications violated by your actions.

During the XYZ project, you failed to communicate effectively on numerous occasions with several key stakeholders. On several occasions, members of your team, senior management, and vendors confirmed that they were unclear as to what direction the project was headed in and where they were in regard to established goals. Your failure to provide appropriate overviews, timelines, and progression plans and next steps caused unnecessary confusion and lack of alignment. (Communication, Strategic Leadership)

There were several instances when one group thought the other group was doing something, and the work never got completed as a result. For example, your team of construction planners was working on blueprint changes that were never properly communicated to the fiber engineers. This resulted in continued delays of critical milestones necessary to complete the project on time. Since the project’s inception, you appeared at weekly meetings unprepared and unable to answer basic status questions about the project (for example, who would take the lead for vendor notification in Walter Nichols’s absence). (Communication, Strategic Leadership, Follow-Up)

In addition, when you were asked questions requiring your subject matter expertise, you could not consistently answer them and on several occasions provided incorrect and inaccurate responses. For example, a question was asked about the Abel platform and how it was to be integrated into the XYZ project. You responded that Abel wasn’t initially compatible with XYZ and required further research, when in fact Abel was selected because of its immediate scalability and systems match capability. This resulted in three weeks of lost time spent researching a solution that wasn’t necessary. As a director, you are expected to possess the necessary skills, abilities, and knowledge to answer these types of questions. (Problem-Solving Skills, Strategic Leadership, Follow-Up)

Members of your team have informed me that you often appear to be disengaged at work and that they rarely have any type of meetings/communication to go over project updates, goal reassessments, or milestone achievements. This lack of ongoing communication, support, and direction has impacted your group and the XYZ project negatively because your staff members were not able to operate at their highest potential. (Build Relationship Building, Strategic Leadership)

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: From this point forward, Dmitri, you are expected to improve your communication, relationship building, subject matter knowledge, and problem-solving abilities so that overall results are significantly improved. Listed below are the specific expectations that you should hold yourself accountable to:

Communication

You must demonstrate the ability to communicate effectively with senior management, vendors, direct reports, and to me. Effective communication includes:

1. The ability to present a compelling business case for opinions and recommendations

2. Being prepared for meetings by anticipating questions and being prepared to respond

3. Demonstrating business acumen by asking critical questions and providing subject matter expertise

4. Providing regular project updates with key project metrics to your team

Relationship Building

You need to build stronger relationships with extended team members. The following are examples of items that are necessary for improvement:

1. Holding regular meetings with key stakeholders (field and corporate)

2. Clearly communicating to peers, team members, and stakeholders regarding changes in plan, personnel, or due dates

3. Looking for synergies and collaboration opportunities to ensure all key stakeholders are in alignment in terms of performance and operational expectations

Problem-Solving Skills, Knowledge, and Ability

Be able to demonstrate your ability to analyze the business problem or situation at hand and formulate a solution. Areas of concentration are:

1. Overall project scope, timeline, and cost

2. Managing scope change and last-minute changes in plan

3. Working through ambiguous or controversial decisions/topics

4, Setting, adjusting, and communicating priorities

5. Balancing people needs with performance results

Strategic Leadership

Provide the appropriate strategy and leadership for the direction of this project. Specifically, I expect you to:

1. Initiate ideas and plans independently

2. Meet with your team regularly to go over critical deliverables, changes in plan, and revisions to initial timelines

3. Forecast changes in project deadlines and systems support needs, and reassign resources as appropriate

Overall, Dmitri, you are expected to demonstrate adherence to due dates and action items consistently and complete projects by assigned deadlines.

2. Training or Special Direction Provided: I will meet you in my office twice a week for the next two weeks and then once a week for the following two weeks to ensure you are on top of this project and informing all boundary partners of changes in plans, resources, or deadlines. Please have your to-do list items and execution strategies ready to discuss when we meet, and be prepared to ask me any questions regarding your ability to deliver on this project in a timely manner.

3. Interim Performance Evaluation Necessary? No

4. 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. Mastering this matrix project will allow you to meet target deadlines, keep your team members and boundary partners fully informed, and remain flexible and agile as operational changes come your way.

Negative: Because the collective output of your work does not currently represent the level expected of a director, please understand that failure to demonstrate immediate and sustained performance may result in further disciplinary action up to and including dismissal. A copy of this document will be placed in your personnel file.

Scheduled Review Date: Thirty days (September 25, 2017)

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT GOES HERE