Official form guide
Form managing underperformance formal steps checklist: Managing underperformance formal steps checklist
This checklist guides you through the required formal steps when an employee is underperforming. You use it to ensure all necessary actions are taken according to Fair Work Ombudsman guidelines.
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Form Overview
Fair Work Ombudsman Form managing underperformance formal steps checklist - Managing underperformance formal steps checklist
This checklist guides you through the required formal steps when an employee is underperforming. You use it to ensure all necessary actions are taken according to Fair Work Ombudsman guidelines.
Risk Radar
Scan points- 1Do not skip documentation of informal warnings; this is a common oversight.
- 2Failing to document initial verbal warnings
- 3Not clearly defining the performance gap in writing
- 4Missing sign-off from HR or senior management
- 5Delaying the formal review stages unnecessarily
Plain English
Think of this as a step-by-step guide for dealing with an employee who isn't meeting expectations. It helps you follow the right process so everything is documented correctly in line with Australian workplace laws.
Submission Date
- Filing date: Use it as soon as you formally identify an employee's ongoing underperformance. It should be completed throughout the performance management cycle.
- Preparation window: collect IDs, supporting records, and signatures in advance.
- Final review: verify names, dates, and required fields before submission.
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What this form is for
- Use this when an employee's work quality or output falls below expected standards.
- It helps you track that you have followed all required official actions.
- This is for formal processes, not casual coaching conversations.
- Refer to this checklist before escalating the issue to the Fair Work Commission.
Form selector
Use this form or another form?
Dispute over pay rate
To document specific wage disagreements.
✓ Check if performance issues relate directly to pay.
Pay and Conditions Form (or similar)
Termination/Dismissal notice
If you are ready to end employment due to poor work.
✓ Ensure the underperformance steps were completed first.
General workplace complaint
For broader issues not strictly about output (e.g., bullying).
✓ Check if performance is *caused* by a grievance.
Performance Improvement Plan (PIP) documentation
If you are formally setting measurable goals for improvement.
✓ This checklist guides the steps surrounding the PIP.
Deadline or filing window
There is no specific submission deadline listed on the checklist itself. However, steps must be taken promptly following the identification of underperformance.
Before you submit
- 1All required sections are filled out completely.
- 2Dates for every action taken match reality.
- 3Signatures (employee and manager) are present where needed.
- 4The checklist accurately reflects the stage of performance management (e.g., 'Initial Warning' vs. 'Final Warning').
- 5You have cross-referenced your actions against current FWO guidelines.
How to file this form
- 1Complete every box and field thoroughly.
- 2Gather all supporting evidence (emails, reviews) to attach or reference.
- 3Sign the document where indicated by the checklist prompts.
- 4Submit it through your company's HR system or the Fair Work Commission online portal if required.
- 5Keep a digital copy saved in your internal records.
Known limitations
- 1This is a guide, not a guarantee of outcome. It does not predict success.
- 2It does not replace specific award requirements; check your industry's Modern Award.
- 3Not confirmed in official source: The exact required submission method (e.g., physical copy vs. online) can vary by business size.
- 4It is a checklist, so you must still attach the actual performance documentation.
Field map
Compact field-by-field guide
Applicant
1 items
Full name (and representative, if any), postal address, email, and phone number of the person or organisation lodging the application.
Respondent
1 items
The exact legal name and ABN of the employer or other party the application is made against.
The Matter
2 items
Identify the kind of matter — for example, unfair dismissal, general protections, or an agreement application.
A clear description of what happened, relevant dates, and the outcome you are seeking.
Dates
1 items
Relevant dates such as the date of dismissal or the date the issue arose — these determine whether you are within time.
Supporting
1 items
Any documents that support your application, such as letters, contracts, or notices.
Declaration
1 items
Sign and date the form. Applications may also require a fee or an application for a fee waiver.
Almost done reviewing the fields?
Fillable formOpen in Editor->This checklist is the standard guide for formal steps when an employee struggles with performance. It reflects current guidelines set by the Fair Work Ombudsman.
What changed or needs a fresh check
- Check for updates to mandatory timeframes required between formal meetings.
- Confirm if specific sign-off requirements have changed across different industries.
- Verify the current naming convention of associated documentation (e.g., 'Performance Review Form').
- Ensure the latest version reflects any recent amendments from the Fair Work Ombudsman website.
Quick Facts
Sources
- SRCIssued by: Fair Work Ombudsman (FAIR_WORK_OMBUDSMAN)
- SRCForm Name: Managing underperformance formal steps checklist
- SRCPurpose: Guides adherence to FWO guidelines.
- SRCContext: Applies to employee performance management within Australia.
- SRCNot confirmed in official source: Specific required version number.
Common confusion points
Confusing 'Formal Warning' with a casual verbal mention of poor work.
Not knowing which specific step to record when multiple actions happen in one week.
Assuming completion just because you filled out the form, without actually *doing* the required action (e.g., holding the meeting).
Mixing up internal company procedures with the mandatory Fair Work Ombudsman steps.
Source transparency
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