Managing underperformance
Last updated on April 11, 2025When an employee is hired in the BC Public Service, the employee is expected to perform the duties of their role to a satisfactory level.
Underperformance, which refers to an employee not performing the duties of their role to a satisfactory level, can negatively affect team productivity, morale and the employer’s reputation.
Supervisors with concerns about an employee's performance may work with a human resource (HR) specialist to identify the specific issues and next steps.
On this page
Process
Contact AskMyHR (IDIR restricted). You'll be asked to provide specific information about:
- The nature and extent of the performance concerns
- Your concerns about impact to the workplace
- Specific examples of the performance concerns
The HR specialist determines whether it's necessary to consult with specialists from other lines of business such as occupational health and safety, or employee relations.
Communication about performance is important. The HR specialist is available to provide guidance to supervisors. Supervisors must meet with employees to:
- Discuss concerns about the employee’s performance and impact on the work unit
- Ask if there's anything that may explain the underperformance
- Ask if there's something the supervisor can do to facilitate improved performance
- Give the employee an opportunity to share information about their situation
- Clarify the purpose of any requests for changes to the employee's job or work
- Provide information regarding support through Employee and Family Assistance Services
- Clearly state the employer's expectation regarding performance and plan future performance goals and timelines
After this meeting, supervisors are encouraged to consult with AskMyHR, or your HR Specialist, if one is already assigned, regarding the discussions.
The next step is for a supervisor to provide the employee with a letter that recaps the discussion and outlines the support available to help the employee maintain improved performance. This letter should be delivered as soon as possible after each meeting. An HR Specialist can assist with the letter content.
Ongoing management
Once the employee has been notified of the issue, the supervisor works with them to establish performance goals, timelines, and regular communication.
One of the keys to managing employee performance concerns is maintaining a positive relationship with each employee.
If the various types of support available to an employee are not helping, a supervisor is encouraged to follow up with AskMyHR, or your HR Specialist if one is already assigned, and explore possible next steps.