Official form guide
Form managing underperformance initial steps checklist: Managing underperformance initial steps checklist
The Managing Underperformance – Initial Steps Checklist is a one‑page tool from the Fair Work Ombudsman. It guides employers through the first steps of addressing an employee’s performance problems.
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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 one‑page tool from the Fair Work Ombudsman. It guides employers through the first steps of addressing an employee’s performance problems.
Risk Radar
Scan points- 1Skipping the written record of the discussion is the most common mistake.
- 2Not documenting specific examples or dates
- 3Failing to give the employee advance notice of the meeting
- 4Not allowing a support person to attend
- 5Skipping the agreed review date
Plain English
Think of this as a simple worksheet that helps you spot the problem, talk to the employee, agree on a fix and keep a record. It’s meant for anyone who manages staff and wants to handle underperformance fairly and consistently.
Submission Date
- Filing date: Use it as soon as you notice a performance issue – before the problem escalates to formal disciplinary action.
- 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 you first notice an employee’s performance is below expectations.
- When you need a structured conversation framework before formal action.
- When you want to document the early steps of performance management.
- When you prefer a simple, non‑legal checklist rather than a formal warning template.
Form selector
Use this form or another form?
Repeated underperformance after initial steps
Formal warning may be required
✓ Confirm that initial steps have been completed and recorded
Formal performance management form
Serious misconduct or safety risk
Different legal implications
✓ Assess if behaviour is misconduct, not just underperformance
Collective bargaining dispute
Union involvement may be needed
✓ Verify if the issue is covered by an agreement
Enterprise agreement grievance form
Deadline or filing window
There is no statutory filing deadline, but act promptly – the sooner you start the process, the more likely it will succeed.
Before you submit
- 1Write specific examples of the behaviour and when it occurs
- 2Record why the behaviour matters to the business, customers or safety
- 3Note how the behaviour must change
- 4Assess seriousness, duration and performance gap before meeting
- 5Schedule a private, uninterrupted meeting and inform the employee of the topic
- 6Offer the employee a support person and note their role
- 7Describe the issue with examples during the meeting
- 8Agree on a solution, support needed and a review date
- 9Plan how you will monitor progress and give feedback
- 10Keep written notes of the discussion and outcome
How to file this form
- 1Print the checklist or open the PDF on your computer
- 2Complete each step in order, using pen or typed text
- 3Save a copy for your records after each meeting
- 4Store the completed checklist in the employee’s file
- 5If required, share a copy with a union or workplace relations professional
Known limitations
- 1Not a formal warning document; does not replace legal performance procedures
- 2Only covers the initial steps; further action may need other forms
- 3Does not address misconduct or safety breaches directly
- 4No electronic submission portal is provided
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.
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Fillable formOpen in Editor->The Managing underperformance – initial steps checklist is a current one‑page tool from the Fair Work Ombudsman. No recent amendment is noted in the source.
What changed or needs a fresh check
- Check that the checklist headings match the latest Fair Work Ombudsman version
- Confirm that the online learning link (www.fairwork.gov.au/learning) is still active
- Verify that the contact number (13 13 94) is current
Quick Facts
Sources
- SRCStep 1 detailswrite examples, gather documents, note why issue matters – confirmed in official source
- SRCStep 2 assessment questionsseriousness, duration, gap, possible cause – confirmed in official source
- SRCStep 3 meeting guidancetiming, location, advance notice, support person role – confirmed in official source
- SRCStep 4 solution developmentexplore options, invite suggestions, agree on support – confirmed in official source
- SRCStep 5 monitoringfollow‑through, feedback, review meeting, outcome paths – confirmed in official source
- SRCStep 6 record keepingkeep notes of discussions – confirmed in official source
- SRCContact number 13 13 94confirmed in official source
- SRCLearning website link www.fairwork.gov.au/learningconfirmed in official source
Common confusion points
Thinking the checklist is a legal form to file with the Ombudsman
Skipping the step of offering a support person
Not writing down why the behaviour is an issue
Failing to set a clear review date
Leaving the meeting without confirming the required change
Assuming the checklist covers serious misconduct
Source transparency
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