Marymount

The process of performance intervention begins with the informal performance review (equivalent to a verbal warning) as discussed in the Performance Review section. When the informal performance review fails to yield improvement, the employer may issue a written warning and subsequently, may terminate the student’s employment.

Performance issues can be attributed to environmental or personal circumstances. By identifying the reason the performance issue exists, employers can address the issue and encourage better job performance. Below are issues that are more likely to occur with possible solutions.

 

 

The student doesn’t know how to perform the specific job duties or responsibilities.	Review job description and expectations Provide additional training Provide job aids or workplace manual for employee’s reference
The student doesn’t appear to have the skills for tasks to be performed.	Provide on-the-job training Review employee’s work and provide feedback Provide job aids or workplace manual for employee’s reference Reassign employee’s tasks to focus on the individual’s strengths
External factors appear to be affecting performance.	Refer employee to appropriate campus resources based on the nature of the external factor (i.e. LRC tutoring, Counseling Center, etc.)
Interpersonal conflicts exist with supervisor, other staff, customers, etc.	Mediate conflict between employee and other staff Discuss employer’s expectations and provide training on customer service skills Contact the Student Employment Office to address conflict between supervisor and employee
The student doesn’t appear to be motivated to perform well.	Discuss why the student applied for the job – whether employee’s expectations are being met Highlight the transferable skills the employee is gaining from the job Discuss whether the employee should consider pursuing a position that is a better fit
The student doesn’t report to work on time or is absent frequently without first notifying the employer.	Discuss whether any external factors are contributing to the tardiness/ absenteeism; follow-up accordingly Reassess the student’s schedule and, if possible, establish a different work schedule to which the employee can adhere

 

 

The first step in performance intervention is the documentation by the employer of the informal performance review. If the informal performance review does not result in improved performance, the employer may continue the performance intervention with a written warning. The written warning would reiterate the points discussed during the informal review and should include the following:

 

If the performance issue continues, the employer may consider ending employment with the student and referring the student to the Student Employment Office to discuss other opportunities that may be a better fit. Ending employment before the end of the employment period should be considered a last option after all performance interventions with the student employee have been exhausted.