3.7 ‘Work Performance Policy ‘The success of the organisation rests on the success of all our combined efforts. Everyone contributes to that success and everyone should stive to achieve the highest levels of work pesformance both in terms of output {how mach you do) and quality (how well you doi) ‘arvato has a process in place for reviewing your performance. The Employee Review Process takes place at least once a year and provides you and your line manager with the opportunity to discuss openly and honestly ‘your performance over the previous year and (0 set objectives for the future. “The Company will tall times endeavour to ensure that employees achieve and maintain a high standard of performance in their work. To this end, i will ensue that standards ate established, performance is monitored Jind employees are given appropriate training and support to meet these standards ‘The Policy (© Where the Manages first establishes chat an employee's performance is unacceptable, and there is a general inability to perform where farther trsining/support/supervsion is necessary, an informal discussion will be held with the employee to try to establish the reasons. Should this discussion result in a decision that the established standards are nat reasonably attainable, the standards will be reviewed. © Should the interview establish that the penformance problems are related to the employee's personal life, the necessary counseling/sepport will be provided. However, if it becomes apparent that the poor performance constinstes misconduct, the disciplinary procedure wll be invoked. © If vis decided that the poor performance emanates from a change in the organisation’s standards, those standards will be explained to the employee and help will be offered to obtain conformity with the standards '© Should che employee show no or ineuffcient improvement over the next 6 weeks, a formal interview will bbe arranged between the employee and the Manager with a member of the Human Resources Department. “The aims of the interview will be to © Identify the cause(s) of the poor performance and to detecmine what, if ang, remedial treatment (eg ‘raining, retaining, suppozt ete) can be given. ‘Exphin cleatly the shortfall between the employee's performance and the required standard. (Obtain the employee's commitment to reaching that standard, Seta reasonable period for the employee to reach the standard and agree on a monitoring system duing that period and (© Tell the employee what will happen if that standard is not met “The outcome of this interview will be recorded in writing and 2 copy will be given to the employee. At the end ofthe review pesiod a farther formal interview will be held, at which time: © Ifthe zequized improvement has been made, the employee wil be told of this and encouraged to maintain the improvement. (© If some improvement has been made but the standard has not yet been met, the review period will be extended. © If theze hat been no discernible improvement, the Manager will explain to the employee that he or she has failed to improve. Consideration will be given to whether there are aemative vacancies thatthe employee ‘auld be competent to fl. If there are, the employee will be given the option of accepting such = ‘vacancy or being dismissed. (© If such vacancies ate avilable the employee will be given full details of such vacancies, in wtiting, before ‘being required to make a decision. ‘Aged 2008, teove 25