Assessment Tool 2 (AT2)

Topics: Employment, Decision making, Termination of employment Pages: 11 (2172 words) Published: October 14, 2014
Assessment Tool 2 (AT2) - If managers decide that an employee’s performance is so poor as to necessitate dismissal, what must they be aware of? Submit your answer for assessment.

Disciplinary action and performance management
A. Introduction
As an employer, you will be faced from time to time with the problem of an employee who is not performing to a standard required by you. How can you address this issue with the employee? What steps do you need to undertake before any termination of employment is likely to be regarded as fair? Alternatively, you may be faced with a situation where an incident has occurred where you think the employee concerned has acted improperly. For example, the employee might have become involved in a fight or provided fraudulent documents. How should you approach this situation? It follows that there are two major categories of conduct which are the subject of performance management or disciplinary action (which may include termination of employment): a.

b.

performance related conduct; and
inappropriate conduct or misconduct.

B. Poor performance
Apart from issues of misconduct, the usual reason for wishing to terminate an employee’s employment is that they are not performing their job to the employer’s satisfaction. Proper consideration must be given by the employer to the issue of whether the employer has done everything reasonably in their power to assist the employee to meet these expectations:

1.
2.
3.

4.
5.

6.
7.

There should be a clear position description;
Clear goals and achievement timeframes should be established which are reasonable;
Performance should be regularly reviewed using a performance review/appraisal process which helps the employee to understand which areas they are doing well and which areas they are not doing so well and provide opportunities for training and improvement;

If, after a reasonable time, the employee’s performance still does not meet expectations, then it is possibly time to seek expert external advice on your position before going further;
The usual next step is to develop a more detailed plan for the employee and advise that if their employment does not improve to the expected benchmarks within a certain reasonable period of time, their employment may be terminated;

This cycle should be repeated, with a shorter time frame in place; If at the end of this process, the employee’s performance has not improved to the expected standard, then their employment may be terminated on the appropriate notice.

Most performance related disciplinary action has its roots in a lack of communication and guidance. Often, an employee’s performance will not improve unless the employer takes a proactive stance towards helping the employee. Consequently, termination of employment is often an inevitable outcome of the absence of any form of performance appraisal or management, whether by the employee resigning or the employer sacking the employee.

It is important that any terminations be both substantively and procedurally fair (as well as not being for an invalid reason, discriminatory or in breach of an employee’s workplace rights). The process set out above is neither simple nor easy but is the only way that the danger of a claim can be minimised. Detailed notes of conversations and copies of letters must be kept.

It involves a process of:
1.
2.
3.
4.

Identifying the performance gap – the performance appraisal process is one way in which this occurs;
Identifying the causes of the performance deficiencies;
Making a decision whether it is possible to close the performance deficiency; and
Developing and implementing a strategy to close the gap.

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Assessment Tool 2 (AT2) - If managers decide that an employee’s performance is so poor as to necessitate dismissal, what must they be aware of? Submit your answer for assessment.

Possible options for improving performance include:
1.
2.
3.
4.
5.

6.

Positive reinforcement...
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