Employee Performance Counseling Notice
This file is a letter of counseling for employees, detailing incidents of inappropriate behavior or unsatisfactory performance. It references policies, expectations, and provides contact information for assistance. It serves as a formal notice documenting the need for immediate and sustained improvement.
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How do I fill this out?
To fill out this form, you'll need to provide details of specific incidents that require corrective action. Include relevant dates and descriptions, and specify the expectations for improvement. Ensure that all sections are completed to make the counseling process effective.
How to fill out the Employee Performance Counseling Notice?
1
Insert department letterhead and relevant information.
2
Describe the behavior or performance issues with specific dates and details.
3
Reference the appropriate policies and expectations for the employee.
4
List the expectations for immediate and sustained improvement.
5
Sign and date the document, then file accordingly.
Who needs the Employee Performance Counseling Notice?
1
Managers addressing employee performance issues.
2
HR departments documenting counseling sessions.
3
Supervisors formalizing expectations for improvement.
4
Employees needing to understand performance expectations.
5
Organizations ensuring compliance with conduct policies.
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Open the PDF in PrintFriendly's editor.
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Review your changes to ensure accuracy.
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What are the instructions for submitting this form?
Submit this form by emailing it to the HR department at askhr@virginia.edu or faxing it to 434-243-3344. You can also submit it online through the designated HR portal or deliver it in person to the HR office at University of Virginia. Ensure all sections are completed and signed before submission for proper documentation and record-keeping.
What are the important dates for this form in 2024 and 2025?
Ensure that you keep track of the counseling sessions and the dates of prior verbal or written counselings in 2024 and 2025 to maintain accurate records.
What is the purpose of this form?
The purpose of this form is to document instances of inappropriate behavior or unsatisfactory performance by an employee. It provides a framework for managers and HR departments to outline the specific issues, reference relevant policies, and communicate the expectations for improvement. By formally documenting the counseling session, this form serves as an official record that can be used for future reference and potential disciplinary actions.
Tell me about this form and its components and fields line-by-line.
- 1. Department Letterhead: Insert the official letterhead of the department sending the counseling notice.
- 2. Date: Enter the date on which the letter is being written.
- 3. Employee Name: Provide the full name of the employee receiving the counseling notice.
- 4. Title: Enter the employee's job title.
- 5. Department: Specify the department in which the employee works.
- 6. Description of Behavior/Performance: Detail the specific incidents of inappropriate behavior or unsatisfactory performance needing corrective action.
- 7. Relevant Policies: Reference the applicable policies and expectations, such as the Commonwealth's Standards of Conduct, Policy 1.60.
- 8. Counseling History: List any prior verbal or written counselings, including dates.
- 9. Expected Improvements: Outline the expectations for immediate and sustained improvement.
- 10. Supervisor Name and Title: Provide the name and title of the supervisor issuing the counseling notice.
- 11. Employee Acknowledgment: Include a section for the employee to sign and acknowledge receipt of the counseling notice.
What happens if I fail to submit this form?
Failure to submit this form may result in formal disciplinary action, up to and including termination. It is crucial to document these counseling sessions to ensure proper records are maintained.
- Lack of Documentation: Without submission, there is no official record of the counseling session.
- Escalation of Issues: Failure to address the issues promptly may lead to further performance or behavior problems.
- Disciplinary Actions: Non-compliance with submission requirements may result in disciplinary actions such as termination.
How do I know when to use this form?
- 1. Addressing Performance Issues: When an employee fails to meet established job performance expectations.
- 2. Documenting Behavior Concerns: When an employee's behavior violates workplace policies or standards.
- 3. Initiating Formal Counseling: To provide a written record of verbal or written counselings.
- 4. Setting Improvement Expectations: To communicate the specific expectations for improvement with the employee.
- 5. Compliance with Policies: To ensure adherence to organizational policies and documented procedures.
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