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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.

Poor performance, on the other hand, is simply the failure of an employee to do the job at . an acceptable level. The acceptable level should be documented in the employee’s written performance standards and is typically described in terms of quality, quantity, or timeliness.

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