performance Search Results
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This serves as a guide to some of the areas which may require clarification to foster a conclusive evaluation ofsince the appointment of an individual to a particular position.
This is a two way interview where both parties must fully express themselves and ensure that the other gains a clear and understanding of what is being said.
Understanding whether the employee fits in to the culture of the organisation is vital, so it is recommended that an assessment of theiragainst Core Values is also reviewed.
Managing people is an extremely important role in most organisations. Research indicates that line management (front line managers, supervisors and team leaders) have the greatest influence on theand engagement of an organisations people.
As such, having skilled and capable managers is critical to the success of an organisation.
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Letter of concern
You would normally issue this letter to record a concern that you have over something that the employee has done for the first time, that if happens again may warrant disciplinary action.
An informal verbal warning is often all you need to improve an employee’s conduct or.
This is a complete guide for an appraiser and how to usedevelopment reviews in practice. This guide details preparation, from setting up the environment, to what questions to ask and how to record the process.
development review - appraisers checklist
This document is a quick checklist for an appraiser and what they need to do in practice to make aDevelopment Review a success.
development review - letter of commendation
This letter is used after a good overallDevelopment Review, to thank the appraisee for the work they have done during the period.
This also includes an optional paragraph about a bonus award.
Notification of firstimprovement meeting
Use this template to arrange the first formalimprovement meeting after previous informal discussions have not produced any progress.
Notification of secondimprovement meeting
Notification of thirdimprovement meeting
Outcome of secondimprovement meeting - no further action
Outcome of thirdimprovement meeting - no further action
This guidance is designed to assist managers to encourage employees to achieve and maintain standards of job. Managers shoudl ensure consistent and fair treatment for all and to assist any employee who is considered to be experiencing difficulties in performing satisfactorily the duties required of the post to which they were appointed.
This guidance provides managers with a framework to improve an employeesin the workplace.
Settlement Agreement proposal letter
This is a standard letter which can be used where there has been previous or there is ongoing disciplinary ormanagement actions and the Company would like to enter discussions with the employee about ending their employment relationship.
This introduces a Settlement Agreement (previously known as a Compromise Agreement).