Managing Unsatisfactory Performance
DIVISION OR SCHOOL
What is unsatisfactory performance?
•Failure to perform the duties of the position or
perform to the standard required
• Non compliance with workplace policies, rules or
procedures
• Unacceptable behaviour in the workplace
• Disruptive or negative behaviour that impacts co workers
DIVISION OR SCHOOL
Consequences of ignoring the problem
• Unsatisfactory performance should be dealt with
promptly and appropriately, as employees are
often unaware that aspects of their performance
are not satisfactory.
• The longer this performance is allowed to
continue the more difficult a satisfactory resolution
becomes.
• Issues not addressed promptly have the potential
to become more serious, this can in turn effect the
whole workplace.
DIVISION OR SCHOOL
Degrees of unsatisfactory performance
•Not all performance / behavioural issues need to
be addressed via a formal process
•Most will be able to be dealt with through an
informal process, (underperformance)
•Continued poor performance or repeated
unacceptable behaviour will be dealt with via a
formal process
DIVISION OR SCHOOL
Addressing performance issues
• Identify the problem
• Assess whether it needs be addressed
informally/formally, refer:
 Generic Responsibilities of CSU Staff
 Code of Conduct for Staff
• Devise a plan to address the problem
DIVISION OR SCHOOL
Managing the issue informally
Not every performance issue needs a structured or
formal process to address.
Other options can include:
• Continuous feedback
• Mentoring
• Development plan
• Setting performance goals in Performance
Management
• Reviewing goals set in Performance Management
DIVISION OR SCHOOL
Having the difficult conversation
DIVISION OR SCHOOL
The meeting should be an open discussion and the
employee should have an opportunity to have their point of
view heard and considered.
The supervisor should listen to the explanations offered and
any other comments the employee makes.
Discussion should outline:
• What the problem is
• Why it is a problem
• How it impacts on the workplace / colleagues
DIVISION OR SCHOOL
Conducting the underperformance meeting
• Set a suitable meeting time, preferably late
afternoon
•Conduct the meeting in a private, non-threatening,
comfortable and quiet locations
• Be sure to talk about the issue not the person
• This may be a difficult meeting for both the
employee and yourself, it is important to stay
relaxed and professional
• Refer to recent positive things
DIVISION OR SCHOOL
• Clearly outline the improvement required and
consequences of continued poor performance
• Devise a solution with the employee
• Develop an action plan with milestones and time
frames
• Schedule further review meetings
• DOCUMENT all discussions with dates and times
DIVISION OR SCHOOL
Formal process –
when Underperformance becomes
Unsatisfactory Performance
•Contact the HR Liaison Team for advice and guidance.
•The Unsatisfactory Performance Process will involve:
• A meeting to make the employee aware their
performance is unsatisfactory and present with areas
of concern.
• Development of a Performance Improvement
Plan(PIP).
• Input and approval from the Executive Director
• Further meetings to gauge progress.
• Evaluation of progress at the conclusion of the PIP
DIVISION OR SCHOOL
Unsatisfactory performance should never
be undertaken in isolation, it should only
occur if previous discussions and
improvement methods have failed.
It should not come as a shock to the
employee.
DIVISION OR SCHOOL