If you have determined that the employee is not meeting expectations during the special evaluation process, and will not be able to meet them with additional coaching and time, contact Employee & Labor Relations to discuss a course of action. In performance cases, there are two options – demotion or dismissal. If an employee has the skills and abilities to do a less complex job, and there are available vacancies, demotion is the preferred option, especially if the employee has previously held a lower classification, unless the current level of performance indicates an inability to perform even the simplest portions of the current position. If the employee’s deficiencies demonstrate that demotion is not a viable alternative, the choice would be dismissal.
Both dismissal and demotion are disciplinary actions, and the first line manager initiates the “Intent Letter”. If demotion is a viable option, the employee may choose to voluntarily demote using the Transfer or Voluntary Demotion Form. Speak with your Employee & Labor Relations representative regarding the possibility of requiring a new probationary period as a requirement for the voluntary demotion. Please refer to Section 5: The Skelly Process for further information about management roles in disciplinary actions. Please see Sample Skelly Intent Letter – Poor Performance and Sample Skelly Decision Letter – Poor Performance for example letters.