Sarah is a new receptionist at your workplace. She has been underperforming, specifically by:

1. refusing to comply with lawful instruction and workplace policies and procedures;
2. being consistently late for work;
3. not taking seriously efforts to correct her work performance.

You, her supervisor, have been concerned about her performance for over 4 months, and you have had many conversations with her, but nothing has been documented to date.

Another staff member was given the responsibility of acting as a mentor, however, Sarah was dismissive of any suggestions that were made and attempts to help Sarah improve have been unsuccessful.

You have had enough and you decide that you need to put Sarah on a performance improvement plan.

 

Item 2 of 3

 

A. Activity

Develop a performance improvement plan to address the 3 areas of improvement highlighted above.
Use the Fair Work example on their website as a guide to developing your plan: Performance improvement plan - Fair Work Ombudsman.

 

 

Item 3 of 3

B. Activity
You have implemented this improvement plan, and Sarah has not improved. You have decided to terminate her.
Explain the process you now need to follow in order to:

1. terminate Sarah in accordance with legal and organisational requirements where serious misconduct has occurred or ongoing poor-performance has continued

 

2. Organize a termination meeting.

 

3. Prepare the relevant required paperwork. List the paperwork required.