Official form guide
Form underperformance meeting plan: Underperformance meeting plan
The Underperformance meeting plan is a form used to document and structure formal meetings between employers and employees regarding performance concerns. It helps ensure fair process when addressing workplace performance issues.
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Form Overview
Fair Work Ombudsman Form underperformance meeting plan - Underperformance meeting plan
The Underperformance meeting plan is a form used to document and structure formal meetings between employers and employees regarding performance concerns. It helps ensure fair process when addressing workplace performance issues.
Risk Radar
Scan points- 1Always give the employee a chance to respond to performance concerns before finalizing the plan.
- 2Failing to document the meeting properly
- 3Not setting clear improvement goals
- 4Missing required consultation steps
- 5Not allowing the employee to respond to concerns
Plain English
This form helps employers and employees have structured conversations about work performance problems. It creates a clear record of what was discussed and what steps need to be taken next.
Submission Date
- Filing date: Use this form before conducting any formal underperformance meeting with an employee and keep it updated throughout the performance management process.
- Preparation window: collect IDs, supporting records, and signatures in advance.
- Final review: verify names, dates, and required fields before submission.
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What this form is for
- Use for formal performance improvement discussions
- Required when initiating a Performance Improvement Plan (PIP)
- Helps create a fair and structured process
- Provides legal protection for both parties
- Creates a clear record of agreed actions
Form selector
Use this form or another form?
Minor performance concern
Less formal but still creates documentation
✓ Check if your organization has a lighter process for minor issues
Serious misconduct allegation
Different legal requirements apply
✓ Consult HR before proceeding
Workplace injury or health issue
Different legal protections apply
✓ May require separate documentation
Discrimination or harassment complaint
Different investigation process
✓ Must follow separate organizational policies
Redundancy or termination
Different legal requirements
✓ Requires separate documentation
Deadline or filing window
There is no fixed deadline for using this form, but it should be completed before conducting any formal underperformance meeting and updated as the performance management process progresses.
Before you submit
- 1Confirm all performance concerns are clearly documented
- 2Verify employee has received a copy
- 3Check that improvement goals are specific and measurable
- 4Ensure timelines are reasonable
- 5Confirm follow-up steps are clear
- 6Verify signatures from both parties
- 7Check against organizational policies
How to file this form
- 1Identify specific performance concerns requiring discussion
- 2Schedule a meeting with the employee
- 3Prepare talking points and documentation
- 4Conduct the meeting and document discussion
- 5Agree on specific improvement actions and timelines
- 6Have both parties sign the completed form
- 7Provide a copy to the employee and keep original in personnel files
Known limitations
- 1Does not replace legal advice for complex cases
- 2Must be used in conjunction with relevant awards or enterprise agreements
- 3Does not cover all workplace issues like misconduct or discrimination
- 4May need adaptation for different industries or roles
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.
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Fillable formOpen in Editor->This form is regularly reviewed to ensure it aligns with current workplace relations laws and best practices.
What changed or needs a fresh check
- Updated to reflect current workplace laws
- Improved clarity on employee rights
- Added sections for workplace adjustments
- Enhanced guidance on reasonable timelines
- Updated contact information for Fair Work Ombudsman
Quick Facts
Downloads & source
Sources
- SRCForm issued by Fair Work Ombudsman
- SRCDesigned for workplace performance management
- SRCAligns with Australian workplace laws
- SRCNot confirmed in official source: specific submission process
- SRCNot confirmed in official source: current version number
- SRCNot confirmed in official source: digital submission options
Common confusion points
Confusing this form with disciplinary action forms
Not understanding the difference between underperformance and misconduct
Setting vague improvement goals without clear metrics
Failing to provide adequate support or resources
Not allowing sufficient time for improvement
Mixing performance management with personal criticism
Ignoring workplace factors that may be affecting performance
Source transparency
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