Official form guide
Form managing underperformance initial steps checklist: Managing underperformance initial steps checklist
This checklist guides you through the first steps when an employee is performing below expectations. It helps structure your approach before taking major disciplinary action. Use it right at the start of a performance management issue.
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Form Overview
Fair Work Ombudsman Form managing underperformance initial steps checklist - Managing underperformance initial steps checklist
This checklist guides you through the first steps when an employee is performing below expectations. It helps structure your approach before taking major disciplinary action. Use it right at the start of a performance management issue.
Risk Radar
Scan points- 1Don't just tick boxes; ensure you have documented *why* the performance is poor.
- 2Failing to clearly define the specific performance gap.
- 3Not documenting prior informal discussions with the employee.
- 4Skipping the section detailing agreed-upon improvement goals.
- 5Using vague language instead of measurable outcomes (e.g., 'needs to be better' vs. 'must achieve 90% accuracy').
Plain English
If an employee isn't meeting their job goals, this form tells you what to do first. Think of it as a starting guide for fixing poor work quality or output. It keeps your process organised under Australian workplace rules.
Submission Date
- Filing date: Submit this form as soon as you formally decide an employee is underperforming. It should be used before issuing formal warnings or Performance Improvement Plans (PIPs).
- 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 you first notice an employee's work isn't meeting expectations.
- It’s best used *before* issuing a formal warning letter.
- Use it to map out the initial conversations and actions taken.
- It guides your process before escalating to more complex performance management forms.
Form selector
Use this form or another form?
Employee is consistently missing targets
This formalises the required improvement period.
✓ Check this first if you need a documented timeline.
Performance Improvement Plan (PIP) form
The issue is minor/one-off behaviour
This tracks quick, informal chats.
✓ Use this before filling out anything else.
You are ready for final action (e.g., termination)
This confirms the process was followed correctly.
✓ Ensure all initial steps on this checklist are ticked off first.
Deadline or filing window
There isn't a strict deadline listed on the checklist itself, but it must be completed immediately upon identifying the issue to maintain procedural fairness.
Before you submit
- 1Have you clearly identified *what* the underperformance is?
- 2Is there a specific employee named and their role listed?
- 3Are the initial corrective actions already planned or documented?
- 4Did you note down when the first conversation took place?
- 5Does the checklist reflect an objective assessment, not just a feeling?
How to file this form
- 1Complete all sections of the Managing Underperformance Initial Steps Checklist.
- 2Attach evidence (e.g., emails, performance reports) to the document.
- 3Save the completed file in your internal HR system.
- 4If required by your organisation, upload this checklist to the Fair Work Ombudsman's online portal.
- 5Sign and date the final document.
Known limitations
- 1This is a *checklist*, not a full legal document; it doesn't replace other forms.
- 2It does not dictate the outcome; it only documents the starting point.
- 3The specific required follow-up form depends on the severity of the issue (not confirmed in official source).
- 4Completing this checklist alone does not guarantee a successful resolution.
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->This checklist is the starting guide for performance issues. It helps structure your approach before moving to formal warnings or reviews.
What changed or needs a fresh check
- Check if the required evidence fields have been updated.
- Verify that the definitions of 'satisfactory' and 'unsatisfactory' performance match current Fair Work Ombudsman guidance.
- Confirm the template structure aligns with recent FWO updates (if applicable).
- Ensure the section on setting SMART goals is present.
Quick Facts
Sources
- SRCIssuing Agency: Fair Work Ombudsman
- SRCForm Name: Managing underperformance initial steps checklist
- SRCContext: Guiding first actions for poor employee performance.
- SRCNot confirmed in official source: Specific required submission portal (e.g., myGov integration).
Common confusion points
Thinking you must fill out a PIP immediately—this checklist comes *before* that.
Not clearly linking the underperformance to specific job duties or KPIs.
Failing to document the agreed-upon support/resources offered to the employee.
Treating it as just an administrative tick-box exercise instead of a planning tool.
Source transparency
Copyright & Licensing — Australian Government Forms
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