4.2.2 Termination for Poor Performance

Termination of employment for poor work performance is a serious matter which requires careful evaluation and the approval of the Office of Human Resources.

 

Unsatisfactory work performance can encompass a variety of behaviors which include, but are not limited to, failure to complete work assignments or correct errors in a reasonable amount of time, inability or unwillingness to learn new tasks or skills, or to work collaboratively. As soon as such patterns are identified, the supervisor must communicate with the employee to take corrective action, which may include coaching for improved performance.

 

Supervisors should consult with the Office of Human Resources as early as possible about the employee’s poor performance. 

The Termination for Poor Performance policy is effective October 15, 2003. 

If appropriate, a supervisor should establish a formal period of evaluation during which time the employee can correct his/her performance. The supervisor should summarize in writing for the employee a description of the unsatisfactory work performance, standards and expectations that must be attained, an explanation of the period of evaluation, and a statement that unless the level of improvement is made and sustained, termination of employment will occur.

 

At the end of the formal period of evaluation the supervisor will determine if the work performance meets the established standards. If the recommendation is that the employee will continue employment, the supervisor will give the employee written notice of this together with a clear statement of expectations for the future.

 

The supervisor is not required to provide the employee with another period of evaluation if the performance does not continue to meet established standards unless there is a clear set of new circumstances.

 

If there is evidence that the employee cannot or will not improve, the supervisor should confer with the Office of Human Resources  about termination of the individual's employment.

 

Employees represented by a collective bargaining agreement should refer to the specific contract.

Identifies areas or patterns of unsatisfactory work performance and discusses problem and ways to improve with employee.

 

Consults with the Office of Human Resources if unsatisfactory work continues.

Meets with the employee to discuss the formal period of evaluation and to identify the specific areas within the employee's job description where demonstrated and sustained improvement must occur in order to continue employment.

 

Establishes a reasonable period of time, relative to the nature of the problem, for the employee to demonstrate improved performance. Provides feedback to the employee on a regular basis.

 

Notifies the Office of Human Resources that the employee has been placed in a formal period of evaluation. Provides feedback to the employee on a regular basis.

 

At the end of the formal period of evaluation, notifies the Office of Human Resources regarding the outcome.

 

If the recommendation is to terminate employment, the supervisor will do a final review with the Office of Human Resources.

 

Meets with employee to notify of termination and final day in the workplace; confirms termination in writing.

 

Prepares Termination/Retirement Form and forwards to the Office of Human Resources. Verifies forwarding address with the employee and forwards records of terminating employee to the Office of Human Resources for inclusion in the personnel file.

 

Collects keys, identification card, documentation where appropriate, and other University property from terminating employee. Advises employee that all library materials should be returned prior to effective date of termination. (See: 4.0.2 Return of University Property.)

 

Consults with supervisor on employee's unsatisfactory work performance and advises supervisor on procedures for evaluating performance.

 

May counsel with employee on improving work performance. May discuss other employment or training options with the employee.

 

Provides information about the University grievance procedure to employee.

 

May conduct Exit Interview with terminating employee.

 

Reviews and processes Termination/Retirement Form.

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