Opinion ID: 2265723
Heading Depth: 1
Heading Rank: 17

Heading: guidelines for discharge due to performance

Text: In keeping with the company's concern for all employees, termination of employment on the initiative of the company under circumstances generally related to the quality of the employee's job performance deserves special consideration. We would like to insure that every reasonable step has been taken to help the employee continue in a productive capacity. It is the responsibility of each manager and supervisor to develop the people working for him/her. In cases of unsatisfactory job performance, which may develop into termination of employment, each manager and supervisor should consider the following: A. Has the employee been made aware of the problem in specific terms? B. Are the suggestions as to how these problems can be eliminated in writing? C. Has assistance been offered to the employee to help the employee remedy the situation? D. Has the employee been given a sufficient amount of time and help to remedy the situation? If a situation related to poor job performance has just come to a manager's or supervisor's attention, joint evaluation between the employee and the manager is recommended. The manager should try to determine the cause of the problem. Is it lack of experience in the job, education, motivation, employee personal problems, or personality conflict? Once the cause is identified, the employee should be given time, if possible, to remedy the situation. The manager should also be considering ways to remedy the situation and to improve the individual's performance. This may mean the use of outside sources to develop the employee and/or the job to put the employee on an appropriate career path. Other alternatives are: A. Changing the employee's responsibilities in his/her present job. B. Reassignment to a different job in the department. C. Encouraging the employee to bid into an area where his/her chances of success are felt to be better. D. A change to a position of lesser responsibility. If, after sufficient time and consideration of the above, the employee does not remedy the situation, the supervisor should then proceed with the termination of the employee (see VI below).