Performance Improvement Plan Example
I have attached Model format for Performance Improvement Plan in worksheet format.
REVIEW POST PERFORMANCE IMPROVEMENT PLAN | ||||||||
Name :____________________________________________ | Project :________________________________________ | |||||||
Designation : ______________________________________ | Reporting Manager: _____________________________ | |||||||
PIP Duration : ________________________________________________ | ||||||||
Rating | Description | |||||||
0 | Not Exhibited | |||||||
1 | Meets requirements with assistance | |||||||
2 | Satisfactory | |||||||
3 | Effective | |||||||
4 | Good | |||||||
5 | Outstanding | |||||||
Sl # | Task To Be Completed | Weightage | Progress Report | Average | ||||
Week I | Week II | Week III | Week IV | |||||
Performance Rating | Performance Rating | Performance Rating | Performance Rating | |||||
1 | Task A | #DIV/0! | ||||||
2 | Task B | #DIV/0! | ||||||
3 | Task C | #DIV/0! | ||||||
4 | Task D | #DIV/0! | ||||||
5 | Task E | #DIV/0! | ||||||
6 | Task E | #DIV/0! | ||||||
Superior Review of His/Her Performance: | ||||||||
NOTE : Please attach the data for each week’s progress in the sheets attached. |
Click Here To Download Performance Improvement Plan Policy and Format
Categories: HR Tags: And, Format, Improvement, Performance, Plan, Policy
Performance Review For M/c Operators
I have attached word format to review the performance of M/c operators.
Performance Review Form
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Employee Name: ___________________________________ Department: __________________
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S No | Addressed Specific Competencies | Performance Rating on 1 – 10 Scale | Remarks |
1 | M/c startup /shutdown /Setup process parameter & Operation | ||
2 | Understand & fill up rout card /control card | ||
3 | Material /Product handling | ||
4 | Quality awareness (defect criteria of product, identification of good /bad part) | ||
5 | 5 “S” awareness on work place/ overall premises | ||
6 | Awareness about process practices (taking care on product handling /safety items) | ||
7 | Productivity /Awareness about process cycle time | ||
8 | Suggestions or new ideas for process improvement, rejection control and saving of power/ time/ material etc. | ||
9 | Attitude with team members /supervisors | ||
10 | Training involvement as trainer /as trainee | ||
11 | Attendance /gate pass /overtime whenever necessary | ||
12 | Adherence company policies /Discipline | ||
Overall performance Rating
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Overall performance: Not effective Average Good Excellent
Comments if any: _______________________________________________________________________
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Dept. Head Signature:________________ Name:______________________________ Date:__________
HR Manager Signature:________________ Name:______________________________ Date:__________
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Criteria for Performance Rating |
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Rating |
Criteria |
9 – 10 | Understand the subject completely and utilizing the knowledge / skill with full confidence at work place. No guidance and support required to perform/exercise this skill/Knowledge. |
6 – 8 | Understand the subject fairly and utilizing the knowledge / skill with confidence. Needs further guidance and support on this skill / Knowledge rarely. |
3 – 5 | Subject understanding is satisfactory. Utilizing the knowledge / skill but require support and guidance occasionally. |
1 – 2 | A little understanding on the subject. Very less implementation of knowledge / skill. |
0 | Does not understanding the subject and observed negligible. Does not implementation of knowledge / skill. |
Result: Below 70= Not effective, 71 to 90= Average, 91 to 110= Good, Above 110= Excellent |
Performance Review Form for M/c operators
I have Attached Performance Review Form for M/c operators
Performance Review Form
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Employee Name: ___________________________________ Department: __________________
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S No | Addressed Specific Competencies | Performance Rating on 1 – 10 Scale | Remarks |
1 | M/c startup /shutdown /Setup process parameter & Operation | ||
2 | Understand & fill up rout card /control card | ||
3 | Material /Product handling | ||
4 | Quality awareness (defect criteria of product, identification of good /bad part) | ||
5 | 5 “S” awareness on work place/ overall premises | ||
6 | Awareness about process practices (taking care on product handling /safety items) | ||
7 | Productivity /Awareness about process cycle time | ||
8 | Suggestions or new ideas for process improvement, rejection control and saving of power/ time/ material etc. | ||
9 | Attitude with team members /supervisors | ||
10 | Training involvement as trainer /as trainee | ||
11 | Attendance /gate pass /overtime whenever necessary | ||
12 | Adherence company policies /Discipline | ||
Overall performance Rating
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Overall performance: Not effective Average Good Excellent
Comments if any: _______________________________________________________________________
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Dept. Head Signature:________________ Name:______________________________ Date:__________
HR Manager Signature:________________ Name:______________________________ Date:__________
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Criteria for Performance Rating |
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Rating |
Criteria |
9 – 10 | Understand the subject completely and utilizing the knowledge / skill with full confidence at work place. No guidance and support required to perform/exercise this skill/Knowledge. |
6 – 8 | Understand the subject fairly and utilizing the knowledge / skill with confidence. Needs further guidance and support on this skill / Knowledge rarely. |
3 – 5 | Subject understanding is satisfactory. Utilizing the knowledge / skill but require support and guidance occasionally. |
1 – 2 | A little understanding on the subject. Very less implementation of knowledge / skill. |
0 | Does not understanding the subject and observed negligible. Does not implementation of knowledge / skill. |
Result: Below 70= Not effective, 71 to 90= Average, 91 to 110= Good, Above 110= Excellent |
Employee Performance With Attendance.
I have Attached Employee Performance With Attendance
Month: | Aug-10 | ||||||||||
Total no of paid holidays | 0 | ||||||||||
Total no of Sundays | 6 | ||||||||||
Total no of days | 31 | ||||||||||
Total no of working days | 25 | ||||||||||
Name of Employee | Company | Total leaves/absents | Total days | Total Working days | Total Actual working days | Hrs Per day | Total Hours in Month | Total Actual Hours | Less Working Hr During Month | Avg Working Hr per Day | Total Lates |
Ashmira Shaikh | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 199 | 13.5 | 7.96 | 7 | |
Atmaram Mahavirprasad Sharma | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 212.5 | 0 | 8.50 | 0 | |
Irfan shaikh | 1 | 31 | 30 | 24 | 8.5 | 204 | 191 | 13 | 7.96 | 7 | |
Yogesh Tanwar | 11 | 31 | 20 | 14 | 8.5 | 119 | 126.5 | -7.5 | 9.04 | 0 | |
Maulik Sheth | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 212.5 | 0 | 8.50 | 0 | |
Purvika Patel | 1 | 31 | 30 | 24 | 8.5 | 204 | 193 | 11 | 8.04 | 9 | |
Divyang Parmar | 1.5 | 31 | 29.5 | 23.5 | 8.5 | 199.75 | 188 | 11.75 | 8.00 | 10 | |
0 | 31 | 31 | 25 | 8.5 | 212.5 | 211.5 | 1 | 8.46 | 3 | ||
Priyesh Patwa | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 212.5 | 0 | 8.50 | 0 | |
Ujjawal Patel | 2 | 31 | 29 | 23 | 8.5 | 195.5 | 195.5 | 0 | 8.50 | 0 | |
Paresh Patel | 11 | 31 | 20 | 14 | 8.5 | 119 | 116 | 3 | 8.29 | 9 | |
Hardik Maganbhai Trivedi | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 221 | -8.5 | 8.84 | 0 | |
Vijay Shekhawat | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 239.5 | -27 | 9.58 | 0 | |
Daxesh Dave | 1 | 31 | 30 | 24 | 8.5 | 204 | 204 | 0 | 8.50 | 0 | |
Mahesh Ambalal Patel | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 215 | -2.5 | 8.60 | 2 | |
Narendra Omprakash Rajput | 4 | 31 | 27 | 21 | 8.5 | 178.5 | 195.5 | -17 | 9.31 | 0 | |
Rekhaben Janak Kumar Bhatt | 0.5 | 31 | 30.5 | 24.5 | 8.5 | 208.25 | 196 | 12.25 | 8.00 | 3 | |
Santram Maurya | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 241.5 | -29 | 9.66 | 0 | |
Sunit Shrikrishan Gupta | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 232.5 | -20 | 9.30 | 12 | |
Ashish Joshi | 1 | 31 | 30 | 24 | 8.5 | 204 | 204 | 0 | 8.50 | 0 | |
Rakesh Mewada | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 212.5 | 0 | 8.50 | 0 | |
Jay Makwana | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 212.5 | 0 | 8.50 | 0 | |
Jignesh Sheth | 1 | 31 | 30 | 24 | 8.5 | 204 | 197 | 7 | 8.21 | 8 | |
P. R. Basotiya | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 249.5 | -37 | 9.98 | 0 | |
Ramji Parasnath Tiwari | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 253 | -40.5 | 10.12 | 0 | |
Jogin Pandya | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 236 | -23.5 | 9.44 | 0 | |
Mahendra Dhameshiya | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 212.5 | 0 | 8.50 | 0 | |
Bahadur J Rathod | 1 | 31 | 30 | 24 | 8.5 | 204 | 216.5 | -12.5 | 9.02 | 1 | |
Rajusingh Chauhan | 2 | 31 | 29 | 23 | 8.5 | 195.5 | 215.5 | -20 | 9.37 | 16 | |
A. K. Chauhan | 0 | 31 | 31 | 25 | 8.5 | 212.5 | 264.5 | -52 | 10.58 | 0 | |
Jahanvi Bhatt | 1 | 31 | 30 | 24 | 8.5 | 204 | 192 | 12 | 8.00 | 3 | |
Click Here To Download Employee Performance With Attendance.
Categories: HR Tags: Attendance, Employee, Performance, With
Performance Apprasail Form
I have Attached Performance Apprasail Form
PERFORMANCE PLANNING AND ASSESSMENT
PART – 1
PERSONAL DATA
Name
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Designation
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Date of Joining
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Grade
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Department
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Qualification
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Additional qualification acquired during the Assessment period
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Total Experience
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Assessment Period
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COMPANY NAME
PART – II
CONTRIBUTION ASSESSMENT
( Self Appraisal to be filled by the Appraise )
To be filled by the employee | |
1. Please mention your achievements during the period in relation to objectives. Please be specific.
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2. Mention any contribution from your end outside the normal scope of your job.
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3. Mention any specific factor which adversely affected your performance What can be done to remove then ? How ?
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4. Is there any change that you wish to suggest in your job to improve performance ? Do you require any special training ?
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5. Do you have any specific knowledge skills, qualification which can be made better use of by the Company ?
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6. Grievance, if any of the employee ?
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Over – all rating of contribution :
OUTSTANDING VERY GOOD GOOD SATISFACTORY UNSATISFACTORY
Signature of the Employee
Company name
PART – III
OVER ALL EVALUATIONS
( PLEASE TICK THE APPROPRIATE BOX )
1. PERFORMANCE EVALUATION
RATING : 5 – Outstanding : 4 – Very Good : 3 – Good : 2 – Satisfactory : 1 – Unsatisfactory
Score Grade
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90 to 100 o Outstanding
70 to 89 o Very Good
50 to 69 o Good
30 to 49 o Satisfactory
Up to 29 o Unsatisfactory
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II. ASSESSMENT FOR CONFIRMATION OF PROBATION
( Please don’t fill this if already confirmed )
( Appraisee should score
a minimum of 50 points)
CAN BE CONFIRMED CANNOT BE CONFIRMED
( Explain Reasons)
Remarks/ Recommendations by the Appraiser.
Signature of the Appraiser
Remarks by the Reviewing Officer :
Signature of the Reviewing Officer
PART – IV
( To be filled in by the Appraiser and discussed with the Appraisee)
1. List the Strengths and Weaknesses of the employee.
Strengths
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Weaknesses |
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2. Grievances of the employee if any, (eg. working condition, responsibility, authority, pay promotion, etc) suggested measure for resolving the grievances.
3. What additional training experience does he require to enhance his development ?
4. What is his growth potential ? ( Give your suggestion)
5. Other Recommendations :
Signature of the Appraiser
Comments by Reviewing Officer
Signature of the Reviewing officer
Date :
PART – III
( To be filled by the appraiser and discussed with the appraisee)
RATING : 5 – Outstanding : 4 – Very Good : 3 Good : 2 – Satisfactory : 1 – Unsatisfactory
Sr.No.
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FACTORS | Rating
———————– 5 4 3 2 1 Outstanding – Unsatisfactory |
Weight age |
Rating
Weight age = Point scored |
1 | PROFESSIONAL KNOWLEDGE AND ABILITY :
Possession of professional knowledge and skills and its updating ability in applying professional knowledge to carryout tasks. |
3 |
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2 | PLANNING AND ORGANISING :
Planning ahead : setting priorities understanding objectives and developing realistic and workable plans : developing work teams: distributing and assigning work properly.
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3 | DECISION MAKING :
Ability to grasp problems : critically examine alternative courses of action : take timely and sound decision : willingness to take decisions and display foresight.
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4 | LEADERSHIP :
Ability to motivate others : sensitivity to needs and problems of others: acceptance by the group.
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5 | JOB RESPONSIBILITY :
Meeting targets : shouldering responsibility: understanding allow phase of work : extent of follow- up required.
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6 | QUALITY OF WORK :
Thoroughness accuracy : clarity and general excellence of output : extent of work free from errors, consistency of output, systematic nature of work. |
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7 | INITIATIVE AND POSITIVE ATTITUDE :
ability to recognize opportunity and act, willingness to assume responsibility and carryout tasks without outside guidance.
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8 | INNOVATIVE THINKING :
Generation of ideas: grasping problems and evolving relevant solutions. |
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9 | COMMUNICATION(WRITTEN
& ORAL) Skill to give and receive instruction accurately, ability to present issues lucidly sharing information with all concerned. |
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10 | INTERPERSONAL RELATIONS:
Consider the degree of co-operation with colleagues, subordinates and seniors and his adaptability to new situations. |
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11 | COST CONSCIOUSNESS :
Efforts towards optimum utilization of available resources and elimination of waste. |
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12 | ABILITY TO DEVELOP
SUBORDINATES : Sensitively to develop mental needs of subordinates : ability to provide professional guidance to produce group results.
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2 |
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TOTAL |
Categories: HR Tags: Apprasail, Form, Performance
Warning Letter for Low Performance
I have Attached Warning Letter for Low Performance
Warning Letter for Low Performance
Name of the Company
Date:
Department:
Dear_________
The Managers of the Company has been making a researching and evaluation about the performance of your work during last few months and the conclusion was, the performance did not have the quality and the efficiency unlike past years/months.
The low performances has occurred during the months of January and June, in those months your performance and development were evaluated and the graphics show us that your work does not count with the quality enough to fulfill the necessary demands.(can write the actual reasons here)
If the low performance is not improved during a reasonable period of time, you will be fired immediately with no regrets.
Sincerely
——-
Bhawna Kapoor
HR- Executive
Categories: HR Tags: Low, Performance
Employee Performance Evaluation Form
I have Attached Employee Performance Evaluation Form
Employee Performance Evaluation
Employee Name: _________________________________
Evaluation Date:____/____/____
A. Cooperation
1. Willingness to assist coworkers ____
2. Attitude when work needs to be repeated ____
3. Adaptability when schedule must be changed ____
4. Willingness to work extra hours ____
Comments:
B. Attendance and Punctuality
1. Promptness at the start of the work day ____
2. Attendance record ____
3. Stays as late as necessary (within reason) to complete assignment and/or current activity (not a clock watcher) ____
Days Sick: ______
Days Tardy: ______
Comments:
C. Initiative
1. Sees when something needs to be done and does it ____
2. Seeks help when needed ____
3. Demonstrates a “self-starter” attitude ____
4. Helps out to achieve the overall goals of the farm ____
5. Makes practical, workable suggestions for improvements ____
6. Commitment to self-improvement ____
Comments:
D. Dependability
1. Can be counted on to carry out assignments with careful follow-through and follow-up ____
2. Meets predetermined targets or deadlines ____
3. Can be counted on to overcome obstacles to meet goals ____
4. Can be counted on to adapt to changes as necessary ____
5. Can be counted on for consistent performance ____
6. Is personally accountable for his/her actions ____
Comments:
E. Attitude
1. Makes a positive contribution to morale ____
2. Shows sensitivity to and consideration for others’ feelings ____
3. Accepts constructive criticism positively ____
4. Shows pride in work ____
Comments:
F. Judgment
1. Demonstrates good judgment in handling routine problems ____
2. Analyzes decisions before implementing them ____
3. Has the ability to work under pressure ____
4. Recognizes deficiencies and seeks help when appropriate ____
Comments:
G. Specific Job Skills
1. Has appropriate knowledge of agriculture as it relates to his/her specific jobs ____
2. Has appropriate skills in operating farm equipment ____
3. Has appropriate skills in working with livestock ____
4. As new ideas or technologies are introduced, is able to learn and use them appropriately ____
Comments:
H. Communications (Written or Oral)
1. Keeps farm manager and/or coworkers informed of work progress ____
2. Reports necessary information to coworkers ____
3. Keeps and maintains all necessary written information that might be required by a specific assignment ____
Comments:
I. Productivity
1. Work completion is consistently high ____
2. Can be counted on for overtime or extra ____ effort as needed to meet the farm’s goals ____
3. Makes effective use of resources available to accomplish all assignments, avoiding waste ____
Comments:
J. Interpersonal Relationships
1. Maintains a positive relationship with the management team ____
2. Maintains a positive relationship with other workers ____
3. Listens effectively ____
4. Is a team player and participates with others to accomplish the task at hand ____
Comments:
K. Organizational Skills
1. Performs tasks in an organized and efficient manner ____
2. Handles multiple activities simultaneously ____
3. Makes effective use of time (not merely busy) ____
Comments:
L. Safety
1. Performs activities in a safe manner ____
2. Understands and supports the farm safety program/policies ____
3. Encourages safety of others on a regular basis; recognizes unsafe working conditions; suggests new safety standards as appropriate ____
Comments:
1. What creative contributions (new ideas, procedures, etc.) has the employee made to the farm in the past year?
2. What new skills have the employee learnt or shown improvement in this year?
3. What is the employee’s greatest strength or area of contribution to the farm this year?
4. Where could there be improvement in the employee over the next year; what specific training should be considered?
5. What changes would the employee like to see in the farming operation next year?
6. What are the employee’s personal goals for the next year?
Employee Signature:________________________________
Supervisor Signature: ______________________________
Comments on the Evaluation Process:
SUPERVISOR’S SIGNATURE:
___________________________________________________________________
____________________
Date
EMPLOYEE’S SIGNATURE:
___________________________________________________________________
______________________
Authorized Signatory Date
Categories: HR Tags: Employee, Evaluation, Form, Performance
Poor Performance Warning Letter Format
Warning Letter
To,
Name :
Designation:
Department:
Token No.
During the training period your performance was monitored by the Management and it was observed that your performance during training period was not satisfactory and you were advised from time to time to improve upon your performance, however we regret to inform you that we did not find any improvement in your performance.
Management would have been justified in taking serious disciplinary action against you due to not satisfactory performance. However for this time management has taken a lenient view and decided to warn you.
You are advised to note that any repetition of such or other act on your part in future will be dealt with seriously.
Personnel & Admin Dept
Thanks & Regards,
xxxxxxxxxxxxxxxx
Click Here To Download Poor Performance Warning Letter Format
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Warning Mail on Resignation Without Notice Period Completion
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Categories: HR Policies, Warning Letter Format Tags: Performance, Warning Letter
Performance Improvement Plan
I am attaching a format of PIP Form.
Categories: HR Tags: Improvement Plan, Performance
Notice of Unsatisfactory Performance
Notice of Unsatisfactory Performance
Date: _
To: _ [Employee]
Confirming our meeting relative to certain unsatisfactory aspects of your performance, we expect that in the future you shall improve your performance by:
We have every confidence the problem will not be repeated.
______________________________
Categories: HR Tags: Performance, Unsatisfactory