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This was sent out by my PS -- if you haven't gotten an email I wouldn't worry about it, but at least you've got the rules below.
The Performance Management Process is detailed below.
Reasons for performance management include not meeting production goals, not working scheduled hours, unexcused absences, not following policies and procedures, failing quality audits, etc.
If an employee falls short of the goals for one pay period we send out a friendly email discussing the issues for the specified pay period.
If any employee does not meet the required goals for two pay periods in a row, the employee is then entered into the Performance Management Process.
The first step in the Performance Management Process is to receive a coaching session.
If an employee improves the next pay period but does not meet the goals we can give a 2nd coaching session.
If the employee does not meet the goals or improve after the first coaching session, we then move to an oral warning.
The next step after the oral warning is the written warning. If goals are not met after the written warning we then move towards termination.
An employee will be removed from the PMP process after meeting the goals for 6 consecutive pay periods.
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FYI - performance management process - zyla
