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Addressing and Resolving Poor Performance

United StateS Office Of PerSOnnel ManageMentAddressing and ResolvingPoor Performance : A guide for MARCH 2017 Page i of OFFICE OF PERSONNEL MANAGEMENTE mployee Services, Partnership & Labor RelationsAddressing and Resolving Poor PerformanceTable of ContentsTable of ContentsIntroduction ..1 What Is the Purpose of This guide ? ..1 How Should I Use This guide ? ..1 Why Should I Address Poor Performance ? ..2 What Can I Do To Prevent Poor Performance ? ..4 Step One: Communicating Expectations and Performance Problems ..5 Why Counsel an Employee? ..5 What s the Difference Between Poor Performance and Misconduct? ..5 How Can I Effectively Counsel an Employee? ..5 Step One Checklist ..7 Q&A Step One Questions and Answers.

The focus of this Guide is on helping you address and resolve poor performance. The best . way for supervisors to handle poor performance issues is to take action to avoid performance problems before they occur. Such preventive actions include: • Communicate clear performance standards and expectations to employees.

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