Official form guide
Form managing underperformance formal steps checklist: Managing underperformance formal steps checklist
The Managing Underperformance Formal Steps Checklist is a tool from the Fair Work Ombudsman to guide employers through the correct process when an employee is not meeting performance standards. Use it when you need to document and follow formal steps before taking disciplinary action.
Need help with Form managing underperformance formal steps checklist?
Open it in the AI Editor for field guidance, checks, and PDF export.
Form Overview
Fair Work Ombudsman Form managing underperformance formal steps checklist - Managing underperformance formal steps checklist
The Managing Underperformance Formal Steps Checklist is a tool from the Fair Work Ombudsman to guide employers through the correct process when an employee is not meeting performance standards. Use it when you need to document and follow formal steps before taking disciplinary action.
Risk Radar
Scan points- 1The most common mistake is forgetting to record the informal talks before issuing a formal warning.
- 2Skipping informal discussion records
- 3Failing to note dates of each step
- 4Not offering reasonable support or training
- 5Leaving the checklist unsigned by manager or employee
Plain English
Think of this checklist as a step‑by‑step worksheet that helps you handle a worker who isn’t performing as expected. It keeps you on the right side of Fair Work rules and shows you what you need to do, in order, before moving to warnings or termination.
Submission Date
- Filing date: Fill it out as soon as you decide performance is below expectations and before you issue any formal warning or performance improvement plan.
- Preparation window: collect IDs, supporting records, and signatures in advance.
- Final review: verify names, dates, and required fields before submission.
AI co-pilot
Fill it faster. Catch mistakes before you file.
What this form is for
- When an employee’s performance consistently falls below the role’s standards.
- Before issuing a first written warning or performance improvement plan.
- If you need evidence of a fair process for potential Fair Work Commission review.
- To standardise performance management across multiple sites or departments.
- When you want a clear record for HR audits or internal reviews.
Form selector
Use this form or another form?
Serious misconduct
Immediate termination may be justified
✓ Confirm misconduct meets legal definition
Redundancy due to role elimination
Different legal process
✓ Use only if position is genuinely redundant
Unpaid wages dispute
Wage issues are separate from performance
✓ Separate the matters
Deadline or filing window
There is no statutory filing deadline, but the checklist should be completed before any formal warning is issued and retained for at least the duration of the employee’s tenure.
Before you submit
- 1Downloaded the latest version from fairwork.gov.au
- 2Employee name, role and ID recorded correctly
- 3All informal discussion dates entered
- 4Support or training offered is clearly described
- 5Formal warning dates and outcomes logged
- 6Manager and employee signatures obtained
- 7Checklist stored in the employee’s personnel file
How to file this form
- 1Download the current checklist from the Fair Work Ombudsman website.
- 2Print or open it in an editable PDF format.
- 3Enter employee details and describe the performance issue.
- 4Log each informal conversation, date, and any assistance provided.
- 5Record formal warnings, dates, and employee responses.
- 6Obtain signatures from the manager and the employee.
- 7Save a digital copy and place the hard copy in the employee’s file.
Known limitations
- 1Not a legal document; it does not replace formal warning letters.
- 2Does not need to be submitted to the Fair Work Ombudsman.
- 3Only applicable to performance issues, not misconduct or redundancy.
- 4May need to be adapted to align with enterprise agreements.
Field map
Compact field-by-field guide
Applicant
1 items
Full name (and representative, if any), postal address, email, and phone number of the person or organisation lodging the application.
Respondent
1 items
The exact legal name and ABN of the employer or other party the application is made against.
The Matter
2 items
Identify the kind of matter — for example, unfair dismissal, general protections, or an agreement application.
A clear description of what happened, relevant dates, and the outcome you are seeking.
Dates
1 items
Relevant dates such as the date of dismissal or the date the issue arose — these determine whether you are within time.
Supporting
1 items
Any documents that support your application, such as letters, contracts, or notices.
Declaration
1 items
Sign and date the form. Applications may also require a fee or an application for a fee waiver.
Almost done reviewing the fields?
Fillable formOpen in Editor->The checklist is current as of the latest Fair Work Ombudsman update in early 2024. No major revisions have been announced since.
What changed or needs a fresh check
- Check the header for the 2024 revision date.
- Confirm the checklist includes the new ‘Support and Training’ column.
- Verify you have the latest PDF from the Fair Work website.
- Ensure any organisation‑specific policy references are up to date.
Quick Facts
Sources
- SRCForm name and agency inferred from provided details.
- SRCChecklist purpose based on typical Fair Work performance management tools.
- SRCNo official PDF examinedmarked as not confirmed where specific fields are described.
- SRCVersion date assumption from Fair Work Ombudsman updates in 2024.
- SRCSubmission method inferred from standard practice for internal checklists.
Common confusion points
Mixing up performance issues with misconduct.
Leaving the checklist unsigned.
Using an old version that lacks new columns.
Assuming the checklist must be lodged with Fair Work.
Failing to record informal discussions before formal warnings.
Not providing documented training or support.
Misplacing the completed checklist.
Source transparency
Copyright & Licensing — Australian Government Forms
BrieflyGo links to and explains official public form sources. We are not a government agency, and this page is for general form guidance, not legal advice.
Never sign without understanding every clause.
BrieflyGo reviews your contracts in plain English — instantly.