Agencies should monitor performance to ensure that progress is being

made and expectations will be met, making mid-course corrections as

things change. For example, under the Social Security Administration’s
two-level performance assessment program, employees have noted
that mandatory informal discussions between managers and
employees are the best part of the process.

need a clear picture of what’s expected of them, both as individuals

and as members
of a team, if appropriate

Employees are accountable for being results-oriented and customer-

focused; in turn, they hold
their leaders, managers, and colleagues accountable for achieving
excellence.
_ Supervisors and team leaders must see performance management as
a central role, not a
collateral duty.
_ By “walking the talk,” executives can model effective performance
management for
managers and supervisors, for example, by starting with an overall
assessment of
organizational performance.
Supervisors’ and team leaders’ “excellence” in performance
management needs to be expected,
developed, assessed, and

The old adage that “an ounce of prevention is worth a pound of cure”
applies particularly well
to anticipating the productivity impact of introducing new technologies
and to dealing with
performance problems.
_ When significant new responsibilities or technological skills are
added, training that precedes
implementation can help keep performance from slipping.
_ It takes far fewer resources to identify and correct performance that
is starting to slip, than
to intervene after a downward spiral has continued over months or
even years.
_ Employees are often relieved and much more responsive to
counseling and support when it
is offered early

I have just reviewed the report you prepared on the above subject and I must let you know that I
am disappointed.
[DESCRIBE REASONS FOR DISAPPOINTMENT, ex. Despite all the necessary resources at
your disposal and considerable time to deal with this matter, I found your analysis to be
superficial and lacking focus.]

Regretfully, the report cannot be relied upon to assist us with our planning for the upcoming year.
Please review it and provide me with a redraft by [DATE REVISED REPORT REQUIRED].

If there are any circumstances which you wish to draw to my attention regarding the quality of the
report, I would be prepared to discuss them directly with you.

However, I would ask that you make a much more determined effort to achieve better quality
results in the future.

This letter represents a draft of my evaluation of your annual and

sustained performance as a tenured full-professor. The evaluations
focus on the three major areas of your assignment in instruction,
research and service as well as those other duties and responsibilities
expected of and pertinent to your employment with the University.

Annual Evaluation

Your teaching, which is 50% of your assignment, continues to be of

excellent quality as evidence by my review of your teaching and
instructional material and the results of your fall student evaluations.
You have maintained a reputation as one of our most popular and
informative teachers. Your involvement in teaching those difficult
beginning level courses as well as the core undergraduate courses is
appreciated. You have performed equally as well in your other
teaching-related activities and assignments, including your
development of innovative teaching methods and aids. Your teaching
evaluations remain above average, however, there have been a rash
of recent complaints from students about your general conduct in the
classroom, i.e. your short tempered behavior, your use of
inappropriate language, arriving late, being preoccupied, and being
unprepared for class. We have discussed these concerns and you have
indicated that you understand the concerns and will address them.

Your activities for the past year in your grant-funded research, which
also accounts for the other portion of your assignment, have been very
disappointing. I realize that your current grant funding ended this past
summer and a few of your graduate students are completing their
work, so it has been a busy time for you. Nevertheless, you have failed
to provide the required grant reports that are now long overdue and
have missed the opportunity to have your current grant considered for
continuation. Furthermore, you have not submitted other grant
proposals for possible funding, and consequently there is no support
for your graduate students. Also your publication record has come to a
standstill. For these reasons, I consider you performance in your
research to be unsatisfactory this year. Therefore, I am unable to
continue the fiscal resources provided to you this past year to
accomplish your research, but I will provide you with an assignment
for research that I hope will give you the time and opportunity to
resume your programs.

Your performance with respect to your normal departmental

professional responsibilities appears to be stagnant as well. You have
failed to complete your curriculum assignments for the departmental
committee. Your attendance at department committee or faculty
meetings and seminars is poor. In fact, this spring you have almost
isolated yourself from your colleagues and from the normal
professional activities of the department. When you do attend you
appear to be confrontational and obstructive rather than positive and
productive. Your colleagues express concern about this change in your
relationship with them, which they perceive has been less than
collegial. As I mentioned, your students have also complained about
your temper and sudden outbursts. In addition, both faculty and
students have expressed concern about your personal relationship with
one of your graduate students. From our discussions I know this
relationship has caused you problems, but you assured me they are
being handled now.

With the exception of your classroom teaching, I believe your

performance in those responsibilities assigned and expected of a
faculty member are less than satisfactory this year, particularly this
recent term. They are certainly not indicative of your normal
performance. In summary, and for those reasons as we discussed, it is
my judgment that your overall performance based on your annual
report, student evaluations, peer reviews and my observation is below
average and in need of improvement.

Sustained Performance Evaluation

In my review and assessment of your sustained performance

evaluation I find your performance over the past six years, excluding
this past year, to be satisfactory. Your classroom teaching, as always
has continued to be viewed as excellent. Other than the past year,
your research activities have been fine. I recognize you have had
personal obligations and problems this year that apparently have
interfered with your normally active interest in your work including
your grantsmanship and creative endeavors. You have indicated that
these need your attention and are not a forecast of things to come. In
order to improve, you and I have agreed that for this coming year it
will be best to decrease your classroom teaching assignment
somewhat, to allow you some retooling time to prepare your courses,
to do library research, and to develop new and creative research
interests. Also, we discussed some options and resources that are
available to you on the campus to deal with the problems you have
identified, such as attendance at stress and time management
workshops provided by the personnel Division. I am confident you will
take advantage of these programs this coming year.

I am notifying you of your reappointment for the next academic year.

Your tentative teaching assignments for next year will be two sections
per term (40%) of your regular course in Ph 2001. Your research
assignment will be 40% in order for you to continue to develop and
pursue research interests and submit grants. In addition, in your
service component (5%) I hope you will agree to serve as chair of two
search committees, and to serve on the department and college
curriculum committees. In addition to these assigned duties you are
responsible for those duties and responsibilities attendant to being a
member of the academy and pertinent to your employment. I
understand you have accepted nomination for the faculty senate.

Good luck and please let me know if you have questions or if I can
help you in any way.

Sincerely,

Department Chair

By my signature I acknowledge having discussed the above letter of

evaluation and request ___ do not request ___ that the attached
comments be filed with this letter in my personnel file.

The infrastructure was constructed, but not always in compliance with the appraisal
proposals. The quantitative targets of training were achieved, but all the newly trained
fishermen
did not benefit from facilities intended to integrate them into fishery activities. The
training
started only during the last three years of the project, thereby seriously limiting its
impact. The
technical assistance was not up to the task, and the accounts were audited late.
Consequently,
the performance of the Project Implementation Unit is deemed unsatisfactory.
4.2 Project implementation fell far behind schedule. Some project components were
modified in comparison to the proposals at appraisal. Operational difficulties stemmed
mainly
from the poor performance of the technical assistance that was supposed to back up the
inadequate local skills in launching and controlling project activities. This affected the
initial
detailed sketches of the infrastructure and delayed the implementation of the training
component.
5.1.3 On the whole, all the essential physical components were implemented, though not
as
proposed at appraisal. The production targets of the project (5,000 tonnes in 5 years),
grossly
overestimated at appraisal, were not achieved. The most positive project impact was the
training
of 350 apprentice fishermen.

Better project monitoring by the frequent missions of the Bank and technical services of
the Borrower would have remedied some inadequacies, in particular, the delay in project
startup.
Such frequent supervisions would have strengthened the commitment and effective
participation of the target population in project activities, and facilitated the establishment
of a
credit system adapted to small-scale fishing. Furthermore, they would have helped to
control
and guide the way in which the CNROP carried out the monitoring and evaluation
activities
entrusted to it by the project.

While dealing with poor performance can be time consuming, failing to address poor performance sends a
clear message to other employees that you have unique standards for poor performers and that they need
not meet your performance expectations.

counselled a number of times concerning your poor work performance. I discussed with you
and stressed the importance of performing your duties effectively and what measures you
needed to take to improve your poor performance and the quality of your work.

You were given written warnings on February 20 and March 30 explaining the gravity of this
matter and why it was necessary for you to make immediate improvements. On April 22, you
received a one-week suspension, and you were advised that any further performance
problems could result in employment termination.

Since that time, your work performance has been unacceptable and the quality of your work
has continued to decline. You also ignored the directive to stop spending excessive amounts
of time making personal phone calls during work hours.
As we discussed in the meeting that I had with you yesterday, your job performance has
adversely affected the department and the company. I have no alternative but to terminate
your employment with Johns Enterprises effective Tuesday 21 January 2009