Notice of Performance Related Meeting

This document should be given to an employee as far in advance of any meeting as possible. Failure to provide an employee with appropriate notification of a meeting may have adverse consequences for an employer where the meeting leads to termination of employment (e.g. a finding that the termination was procedurally unfair).

To ensure procedural fairness, an employer should also provide the employee with the option to bring a person of their choice to the meeting as the employee’s support person.

Where there are concerns regarding an employee’s conduct or performance it is a good practice to conduct a meeting with the employee to discuss these issues.
 
This document includes provisions for the discussion of confidentiality arrangements, as well as advising the employee that disciplinary action may be taken if confidentiality is breached. It also includes an optional section dealing with victimisation.

In conducting the meeting to discuss the employee’s performance, employers should ensure that they comply with any relevant requirements which may be specified in their policies, contracts of employment, and industrial instruments.

****Please contact the Workplace Advice Team for guidance in relation to the Formal Performance Management process.

Supporting Documents available under;

Workforce Resources - Performance Management Tab