Official form guide
Form managing underperformance initial steps checklist: Managing underperformance initial steps checklist
The Managing Underperformance Initial Steps Checklist is a tool provided by the Fair Work Ombudsman to guide employers through the first actions when an employee is not meeting performance expectations. Use it before moving to formal performance management or disciplinary processes.
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Form Overview
Fair Work Ombudsman Form managing underperformance initial steps checklist - Managing underperformance initial steps checklist
The Managing Underperformance Initial Steps Checklist is a tool provided by the Fair Work Ombudsman to guide employers through the first actions when an employee is not meeting performance expectations. Use it before moving to formal performance management or disciplinary processes.
Risk Radar
Scan points- 1The most common mistake is not completing the checklist before issuing a formal warning.
- 2Leaving the checklist blank or incomplete
- 3Using vague language that cannot be proved later
- 4Failing to record employee’s response
- 5Not saving a copy in the employee’s file
Plain English
If a staff member is struggling with their work, this checklist walks you through the basic steps you should take first. It helps you stay consistent with Fair Work guidelines and keeps a record of what you’ve done.
Submission Date
- Filing date: Complete the checklist as soon as a performance issue is identified, ideally before any formal warning is issued.
- 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
- When an employee’s performance first falls below expectations
- Before issuing any written warning or performance improvement plan
- If you need to document informal coaching attempts
- To demonstrate compliance with Fair Work best practice in a dispute
Form selector
Use this form or another form?
Formal warning needed
Requires documented steps and timelines
✓ Ensure the checklist is completed first
Termination being considered
Covers final pay and notice requirements
✓ Verify all prior steps are recorded
Dispute escalates to Fair Work Commission
Needs evidence of prior steps
✓ Attach completed checklist
Deadline or filing window
There is no statutory filing deadline, but the checklist should be completed as soon as the performance issue is identified, ideally within five business days.
Before you submit
- 1Employee name and ID entered correctly
- 2Date of concern recorded
- 3Specific performance issue described
- 4All informal actions taken are listed
- 5Employee’s response documented
- 6Agreed next steps and timelines noted
- 7Checklist signed by manager
- 8Copy stored in the employee’s personnel file
How to file this form
- 1Download the latest checklist from the Fair Work Ombudsman website
- 2Open the document in a compatible editor (Word, PDF editor)
- 3Enter all required details and sign
- 4Save the file with a clear naming convention (e.g., Underperformance_JohnDoe_2024-06-05)
- 5Print a hard copy for the employee’s file if required
- 6File the document in the employee’s HR folder
Known limitations
- 1Not a legal document submitted to a regulator
- 2Does not replace a formal Performance Improvement Plan
- 3Only applicable to employees covered by the Fair Work Act
- 4Does not address misconduct unrelated to performance
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->The checklist is currently the 2024 version; no major changes have been announced since its release.
What changed or needs a fresh check
- Confirm you are using the 2024 edition
- Check for any updated definitions of ‘underperformance’
- Verify the required fields match the latest template
- Ensure any new guidance notes are attached
Quick Facts
Sources
- SRCForm name and agency inferred from provided details
- SRCPurpose and typical use based on standard Fair Work guidance
- SRCNo official deadline information foundnoted as not confirmed in official source
- SRCSubmission method inferred as internal usenot confirmed in official source
- SRCRisk and confusion points derived from common HR practicenot confirmed in official source
Common confusion points
Mixing up this informal checklist with a formal PIP form
Leaving the ‘employee response’ section blank
Using generic language instead of measurable performance criteria
Failing to sign the checklist
Not keeping a copy in the employee’s file
Assuming the checklist needs to be lodged with Fair Work
Source transparency
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