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Performance Problem - Origins and Options

Performance problems may occur when a supervisor and employee lack agreement about expectations. The supervisor should make expectations as objective and measurable as possible. For example, instead of an expectation to "complete the report in a timely manner," a more clear expectation would be to "complete the report within two business days."

Unreasonable expectations can also lead to performance problems. Competing priorities, unexpected changes, and inefficient processes can often lead to unfair expectations. The supervisor and employee should work together to identify priorities and revise schedules and procedures necessary for successful performance.

Given the changing nature of work, knowledge and skills that provided successful performance in the past may no longer be adequate. Assessing required knowledge, skills and competencies, and then providing appropriate training and development may significantly improve performance.

Conflict with a supervisor or other coworkers may result in a decline in performance. Conflict may be the result of such things as divergent work styles, disagreement about how work should be performed, or unwillingness to function as part of a team. Determining why the conflict exists is required. To do this, a frank discussion about the existing conflict and possible remedies is advised. For unusually difficult conflicts, mediation assistance is available from Human Resources and the Ombuds Committee.

If the employee's job dissatisfaction is related to a bad job "fit," the employee can visit the Employee Assistance and Career Development Center. The services of the Employee Assistance and Career Development Center are available to University employees who are considering a job change and are interested in exploring career goals and developing job searching skills.

Sometimes performance problems are due to a medical condition or disability. In some cases (such as for some mental health problems), the employee may not be aware of how the health problem is affecting his or her work. If time off from work will help, the employee may be eligible to take Family and Medical Leave, regular sick leave, or other appropriate leaves. A supervisor may also require a fitness for duty evaluation if there are questions about the employee's ability to work in a safe manner. For qualifying disabilities, the employee may request an accommodation under the Americans With Disabilities Act.

If a typically strong employee begins to lose focus at work, appears moody or irritable, or simply declines in performance, health or family problems may be to blame. If this is the case, referral to the Employee Assistance Counseling/Consultation may be in order.

Occasionally, employees with young children will become preoccupied with perceived inadequacies of their child's care provider. Concern about a child's welfare can make it difficult to focus on work responsibilities. If inadequate performance is related to child care issues, the employee should contact the Child Care Resource & Referral Service. This program provides immediate, up-to-date information on a variety of child care options and services.

If an employee is missing a great deal of work because his or her children are ill, the Sick Child Program may offer some assistance. This program, offered through Child & Family Resources, Inc., provides trained, competent and dependable aides to care for an employee's ill child(ren) in the comfort of their own home. This service enables employees to meet their daily work commitments and still provide care to their sick child(ren). Childhood illnesses, communicable diseases, and many unique care situations are readily handled by a Sick Child Caregiver. Caregivers are screened and participate in intensive training, which includes recognition of and care for common childhood ailments, health and child care skills, CPR and first-aid, illness, and age-appropriate activities.