Official form guide
Form underperformance meeting plan: Underperformance meeting plan
The Underperformance meeting plan is a template from the Fair Work Ombudsman to help employers prepare for a formal meeting about an employee’s poor performance. Use it when you need to document the issue, prior actions, and next steps before the meeting.
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Form Overview
Fair Work Ombudsman Form underperformance meeting plan - Underperformance meeting plan
The Underperformance meeting plan is a template from the Fair Work Ombudsman to help employers prepare for a formal meeting about an employee’s poor performance. Use it when you need to document the issue, prior actions, and next steps before the meeting.
Risk Radar
Scan points- 1Leaving placeholder text (the < > brackets) in the final document.
- 2Missing or incorrect attendee details
- 3Not recording previous feedback or warnings
- 4Omitting specific next‑step actions
- 5Leaving template instructions in the final version
Plain English
This form is a simple worksheet that guides you through writing down the why, what and how of a performance‑issue meeting. Fill in the red placeholders with your own details and delete the blue help text before you use it.
Submission Date
- Filing date: Complete the plan before the underperformance meeting and update it immediately after the meeting.
- 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 need to prepare for a formal meeting about an employee’s underperformance.
- To document the issue, prior actions taken, and agreed next steps before the meeting.
- When you want a structured record that can be shared with the employee and kept in personnel files.
- If you plan to follow the Fair Work Ombudsman’s Managing underperformance checklist alongside this plan.
Form selector
Use this form or another form?
Performance issue identified but no formal meeting yet
Captures improvement targets without a formal meeting
✓ Verify that a meeting is not yet required
Performance Improvement Plan (PIP) template
First written warning required after meeting
Provides a formal warning document separate from the meeting plan
✓ Ensure the meeting has been held and notes recorded
Continued underperformance after warnings
Used when employment ends due to performance
✓ Confirm that all prior steps (warnings, PIP) are documented
Employee requests union support for meeting
Records employee’s right to representation
✓ Check employee has been offered a support person
Deadline or filing window
There is no external filing deadline; the plan should be ready before the scheduled meeting and updated right after.
Before you submit
- 1All red placeholders are completed.
- 2All blue‑italic guidance text has been removed.
- 3Attendees list includes employee, employer, any witness, and employee’s support person.
- 4Reason and Background sections contain specific examples and facts.
- 5Next steps outline any warnings, PIPs, and review dates.
- 6Task list includes who will do what and by when.
- 7A copy of the completed plan is signed by the employer.
- 8Employee receives a copy and signs to acknowledge receipt.
- 9Original is stored in the employee’s personnel file.
- 10Any related documents (performance stats, complaints) are attached.
How to file this form
- 1Complete the template on a computer or printed form.
- 2Remove all instructional blue text and fill in red placeholders.
- 3Print the final version and have the employer sign it.
- 4Give the employee a copy to read and sign for acknowledgment.
- 5File the signed original in the employee’s HR file.
- 6If required, upload a scanned copy to your internal HR portal.
Known limitations
- 1The template is for planning only; it is not a formal warning or termination document.
- 2It does not replace legal advice – contact the Fair Work Infoline or a workplace relations professional if unsure.
- 3The form does not capture every possible performance issue; adapt wording as needed.
- 4It assumes you have already provided prior feedback or training – not confirmed in official source.
- 5No electronic submission portal is specified by the Ombudsman.
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 Underperformance meeting plan is a template provided by the Fair Work Ombudsman; no expiry date or recent amendment is noted in the source.
What changed or needs a fresh check
- Replace all red <> placeholders with employee‑specific details.
- Delete all blue‑italic explanatory text before finalising.
- Confirm date, time, location and attendees are filled in.
- Provide a clear Reason for the meeting and Background details.
- List Next steps and a concrete Task list with due dates.
- Ensure any supporting paperwork (job description, performance data) is referenced.
Quick Facts
Downloads & source
Sources
- SRCTemplate is colour‑coded; red placeholders must be replaced (source p.1).
- SRCBlue‑italic explanatory text should be deleted after completion (source p.1).
- SRCAttendees may include employer, employee, witness/note‑taker, and employee’s support person (source p.1).
- SRCReason, Background, Next steps, and Task list sections are provided with examples (source p.3‑p.4).
- SRCStep‑by‑step guidance (Before, During, After) is outlined in the source (source p.1‑p.2).
- SRCFair Work Infoline phone number 13 13 94 is given for further help (source p.2).
- SRCOnline learning courses are referenced at www.fairwork.gov.au/learning (source p.1).
- SRCNot confirmed in official source: any electronic filing portal or specific expiry date.
Common confusion points
Leaving red <> placeholders blank.
Failing to delete the blue‑italic explanatory text.
Not including a support person or witness when the employee requests one.
Using the plan as the final written warning instead of issuing a separate warning letter.
Omitting attached evidence such as performance statistics or complaints.
Not signing or having the employee sign the completed plan.
Forgetting to record the meeting date and location.
Skipping the step of filing the original in the personnel file.
Source transparency
Copyright & Licensing — Australian Government Forms
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