Pennsylvania Memo - Follow-up to a Poor Performance Appraisal

• Category: Employment - Performance Appraisals - Poor Performance
• State: Multi-State
• Control #: US-479EM
• Format: Word

Description

A supervisor may use this memo to follow-up with an employee after a performance appraisal. Pennsylvania Memo — Follow-up to a Poor Performance Appraisal is a document used by managers or supervisors in the state of Pennsylvania to address an employee's unsatisfactory performance and communicate the next steps to improve it. This memo serves as an official means to document the poor performance and initiate corrective actions. The content of the memo typically includes the following elements: 1. Heading and Date: Start the memo with the standard format, including the recipient's name, job title, department, and the date of issuance. 2. Introduction: Begin by acknowledging the employee's recent performance appraisal and mention its outcome, which generally indicates poor performance. Clearly state the purpose of the memo as a follow-up to discuss performance concerns and expectations moving forward. 3. Recap of Performance Issues: Provide a detailed summary of the specific performance issues that the employee displayed during the appraisal period. Include objective facts, examples, and any relevant data or feedback received from colleagues or customers. 4. Poor Performance Consequences: Explain the potential consequences of the poor performance, clarifying the negative impact it has on the individual, team, and organization as a whole. Emphasize the importance of addressing and rectifying the identified performance gaps promptly. 5. Expectations and Improvement Plan: Clearly define the expectations for improvement as well as the timeframe within which the employee should demonstrate progress. Collaborate with the employee to establish SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals and milestones to ensure clarity and accountability. 6. Support and Resources: Offer support, assistance, and resources that can aid the employee in enhancing their performance. This may involve recommending training programs, providing access to professional development opportunities, or offering coaching or mentoring services. 7. Performance Monitoring and Evaluation: Explain that the employee's performance will be closely monitored during a specified period. Set a date for follow-up discussions and indicate that regular feedback meetings will occur to track progress and address any further concerns. 8. Disciplinary Actions and Further Consequences: If the employee fails to show improvement, specify the potential disciplinary actions that may be taken, which can include written warnings, performance improvement plans, or even termination. Make sure to mention that the ultimate goal is to support the employee in achieving a successful outcome. Different types of follow-up memos may include specific terms, such as "Pennsylvania Memo — Follow-up to a Poor Performance Appraisal — Verbal Warning" or "Pennsylvania Memo — Follow-up to a Poor Performance Appraisal — Written Warning." These titles help differentiate the severity of the consequences and the stage of the performance improvement process. Remember to tailor the memo to your organization's policies and practices, ensuring compliance with Pennsylvania labor laws and employee rights.

Pennsylvania Memo — Follow-up to a Poor Performance Appraisal is a document used by managers or supervisors in the state of Pennsylvania to address an employee's unsatisfactory performance and communicate the next steps to improve it. This memo serves as an official means to document the poor performance and initiate corrective actions. The content of the memo typically includes the following elements: 1. Heading and Date: Start the memo with the standard format, including the recipient's name, job title, department, and the date of issuance. 2. Introduction: Begin by acknowledging the employee's recent performance appraisal and mention its outcome, which generally indicates poor performance. Clearly state the purpose of the memo as a follow-up to discuss performance concerns and expectations moving forward. 3. Recap of Performance Issues: Provide a detailed summary of the specific performance issues that the employee displayed during the appraisal period. Include objective facts, examples, and any relevant data or feedback received from colleagues or customers. 4. Poor Performance Consequences: Explain the potential consequences of the poor performance, clarifying the negative impact it has on the individual, team, and organization as a whole. Emphasize the importance of addressing and rectifying the identified performance gaps promptly. 5. Expectations and Improvement Plan: Clearly define the expectations for improvement as well as the timeframe within which the employee should demonstrate progress. Collaborate with the employee to establish SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals and milestones to ensure clarity and accountability. 6. Support and Resources: Offer support, assistance, and resources that can aid the employee in enhancing their performance. This may involve recommending training programs, providing access to professional development opportunities, or offering coaching or mentoring services. 7. Performance Monitoring and Evaluation: Explain that the employee's performance will be closely monitored during a specified period. Set a date for follow-up discussions and indicate that regular feedback meetings will occur to track progress and address any further concerns. 8. Disciplinary Actions and Further Consequences: If the employee fails to show improvement, specify the potential disciplinary actions that may be taken, which can include written warnings, performance improvement plans, or even termination. Make sure to mention that the ultimate goal is to support the employee in achieving a successful outcome. Different types of follow-up memos may include specific terms, such as "Pennsylvania Memo — Follow-up to a Poor Performance Appraisal — Verbal Warning" or "Pennsylvania Memo — Follow-up to a Poor Performance Appraisal — Written Warning." These titles help differentiate the severity of the consequences and the stage of the performance improvement process. Remember to tailor the memo to your organization's policies and practices, ensuring compliance with Pennsylvania labor laws and employee rights.