On (date of session), we met to discuss your work performance, and specifically, your low productivity. This memorandum is intended to serve as a summary of our discussion.
We began the meeting by reviewing a summary of your work during the four months that I have been your supervisor. I stated that I had to reassign an ongoing system test which had been assigned to you, because you were not making any progress. I also noted that you had been assigned to develop a simple tracking system for the Office of Internal Audit (OIA) three months ago. I stated that I had accompanied you to the initial meeting with the customer, and I noted that you did a good job with the systems analysis work and completed it in a timely fashion. I pointed out, however, that you completed the systems analysis for the OIA system two months ago, and it appears that you have done virtually no work on it since. I reminded you that you had contracted with the customer to complete the system within 90 days, and now you have missed that deadline. I said that there was very little output to show for the time you had spent in the unit. I explained that during the same time period, the other Senior Programmer Analysts who had similar assignments were extremely productive, and the work unit as a whole had completed many projects. I noted that you were assigned a similar amount of work as your co-workers. I further noted that when you were assigned to work on projects with other Programmer Analysts, you frequently arrived late to meetings or missed them altogether, which has had a negative impact on your co-workers ability to get the work done on time.
I explained that this level of productivity was unacceptable and was having a negative impact on overall office productivity and morale. I stated that some of your co-workers have requested not to be assigned to work with you, because you frequently arrive late to meetings or miss them and do not complete assigned tasks.
In response, you stated that you haven't had a performance evaluation, good or bad, in a few years and you felt that no one cared whether you "coasted" or not. You also asked whether this meant that management was now implementing production quotas.
I acknowledged that it is not appropriate that you have not had an evaluation in the last few years and I assured you that I would evaluate you in a timely manner in the future. I pointed out that although your job assignment has changed your basic tasks have not substantially changed since the last time you did receive a written evaluation. I reminded you that since I have been assigned as your supervisor, I have provided you with both verbal and written feedback. I stated that while management was not setting quotas, you are still expected to perform an acceptable amount of work, and at this time your level of productivity is unacceptable.
I then asked you what you perceived to be the cause of this problem. You acknowledged that you have been very unhappy about your work and your attitude has not been the greatest, but stated that there was no incentive to be more productive. You stated that you were only a Grade 18, that you had been passed over twice for promotion, and whether you wrote 10 lines of code or 100,000, you still got paid the same. You stated that you had not intentionally failed to complete your assignments, you just had trouble getting motivated to get it done. You also stated that management has had a grudge against you since you filed a grievance against a former supervisor a few years ago.
In response, I reiterated that as a senior programmer analyst, you have to meet minimally acceptable performance standards to keep a satisfactory performance rating and that while it is true that high productivity does not directly translate into higher pay, your performance as a programmer analyst is a primary consideration when promotional opportunities arise. I pointed out that if you really wished to be considered for promotion, you should not only improve your production, but also set a better example for less experienced programmer analysts by completing tasks on time.
I further explained that when I
was assigned to be your supervisor, I approached the task with an open mind. In
evaluating your performance, I am only addressing work deficiencies I have
observed in the last four months. I stated that when I accompanied you to a
customer meeting, you had no problems and showed yourself to be a skilled and
competent programmer analyst. I told you that I am still open minded and that it
is my hope and expectation that you will apply greater effort to your
informed you that your continued poor performance would be reflected in your
Annual Performance Evaluation and could result in a referral to Labor Relations
for possible disciplinary action. I stated that it was my hope you would take
the necessary steps to improve.
Supervisor’s Signature _________________________
copy: Personnel File