Poor performance is a situation where the employee is not meeting the reasonable expectations of his or her job.
Where there are performance issues, the employer should discuss it with the employee. This might involve providing clear direction about what is required, or support and training to assist the employee to do the job properly.
If the employee’s performance fails to improve, the employer might consider starting a disciplinary process. The process is essentially the same as it is for misconduct (provision of information, advice about representation, meeting to discuss the employee’s response before any decisions are made etc – see above).
Employers issuing an employee with a warning for poor performance should tell the employee clearly about his or her expectations and put in place a process and timeframes for monitoring performance and providing feedback.
The employer also needs to ensure that the employee has a reasonable opportunity to improve his or her performance – this includes giving enough time to improve and providing appropriate support and assistance, including any relevant training.