Oklahoma Memo - Follow-up to a Poor Performance Appraisal

• Category: Employment - Performance Appraisals - Poor Performance
• State: Multi-State
• Control #: US-479EM
• Format: Word

Description

A supervisor may use this memo to follow-up with an employee after a performance appraisal.

Title: Oklahoma Memo — Follow-up to a Poor Performance Appraisal: A Detailed Description Introduction: The Oklahoma Memo — Follow-up to a Poor Performance Appraisal is a crucial document that employers or supervisors use to address and rectify an employee's underperformance. This memo serves as a follow-up communication after an initial poor performance appraisal, allowing employers to outline specific concerns, set expectations for improvement, and provide guidance for the employee on how to enhance their performance. Different types of Oklahoma memos can be classified based on their purpose, such as disciplinary memos, development memos, or improvement plan memos. Key Points: 1. Purpose of Oklahoma Memo: — Offer constructive feedback: The Oklahoma Memo aims to provide an employee with detailed feedback regarding their performance appraisal. — Address issues: It outlines specific areas of concern raised during the appraisal process and highlights any specific instances or behaviors that require improvement. — Set expectations: The memo clarifies the employer's expectations, goals, and targets the employee should strive for in order to improve their performance. 2. Structure: — Title and Introduction: The memo begins with a clear, direct title indicating its purpose. The introduction briefly summarizes the intention and significance of the memo. — Recap of Appraisal: A section dedicated to summarizing the poor performance appraisal findings and identifying the key areas of concern. — Details of Underperformance: This section provides specific examples, instances, or observations that led to the appraisal result, ensuring the employee fully understands the reasons behind the poor evaluation. — Individual Development Plan: A clear and concise action plan is mentioned, outlining the steps the employee should take to improve their performance. This may include skills development, additional training, or counseling sessions if necessary. — Timelines and Deadlines: The memo should clearly state deadlines for achieving improvement milestones or benchmarks, fostering a sense of urgency and accountability. — Reporting and Feedback Channels: The communication channels for progress reporting, feedback, and follow-up discussions should be provided, enabling open dialogue between the employee and supervisor throughout the improvement process. — Conclusion and Encouragement: End the memo on an encouraging note, reiterating support for the employee's growth while emphasizing the significance of improvement. 3. Types of Oklahoma Memos: a) Disciplinary Memos: — Utilized when an employee's performance is significantly below expectations and requires formal consequences. — Usually includes a warning, probationary period, or potential termination. b) Development Memos: — Aimed at identifying areas of improvement and providing opportunities for growth and development. — Include specific action plans, training recommendations, or mentoring options. c) Improvement Plan Memos: — Provide a detailed plan to address performance shortcomings. — Help employees understand expectations, required improvements, and timelines for progress reassessment. Conclusion: The Oklahoma Memo — Follow-up to a Poor Performance Appraisal plays a vital role in addressing employee underperformance effectively. By providing clear feedback, setting expectations, and offering a structured improvement plan, organizations can help employees enhance their performance, fostering a positive work environment and promoting professional growth.