Ah but then we run the risk of accidentally performance managing YB out. Have we got a suitable back up plan or are we prepared to recruit for the role? Do the absences outweigh performance and can be fill the gap with current resources?
I think our lack of personal leave, annual leave, benefits or pay of any kind may hamper any recruitment efforts. Based on this reality I believe a PIP should only be initiated if posting levels fall below 0%.
YarraB out on ragin’ again? Thanks for the post, Melba!
I think we’re going to have to have a word with YB’s supervisor - maybe put YB on a first warning. Has anyone got a copy of the KPIs for the role?
Ah but then we run the risk of accidentally performance managing YB out. Have we got a suitable back up plan or are we prepared to recruit for the role? Do the absences outweigh performance and can be fill the gap with current resources?
I think our lack of personal leave, annual leave, benefits or pay of any kind may hamper any recruitment efforts. Based on this reality I believe a PIP should only be initiated if posting levels fall below 0%.