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Employee Letter Of Concern For Poor Performance

Employee Letter Of Concern For Poor Performance Template for Singapore

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Key Requirements PROMPT example:

Employee Letter Of Concern For Poor Performance

"I need to draft an Employee Letter of Concern For Poor Performance for a sales representative who has missed their targets for tHRee consecutive quarters, incorporating specific performance metrics and setting a 60-day improvement period starting March 2025."

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Document background
The Employee Letter of Concern For Poor Performance is a crucial HR document used in Singapore when formal documentation of performance issues becomes necessary. It serves as part of the progressive discipline process, aligned with Singapore's Employment Act and TAFEP guidelines. This document is typically issued after verbal warnings or informal discussions have not resulted in required improvements. It presents specific performance concerns, establishes measurable improvement targets, and outlines consequences of continued underperformance. The letter protects both employer and employee interests by ensuring transparent communication and fair performance management practices.
Suggested Sections

1. Letter Date and Employee Details: Date of letter and recipient's full employment details including name, position, and department

2. Specific Performance Issues: Clear description of performance deficiencies with specific examples and incidents

3. Previous Discussions: Reference to prior verbal/written warnings or performance discussions held with dates

4. Expected Standards: Clear outline of expected performance standards and key performance indicators

5. Improvement Plan: Specific actions required to improve performance with measurable outcomes

6. Timeline: Clear timeline for expected improvement with specific deadlines

7. Consequences: Potential consequences if performance doesn't improve within the specified timeline

Optional Sections

1. Support Offered: Description of support/resources available to help improvement, used when company offers specific assistance

2. Review Schedule: Specific dates for progress reviews, used for longer improvement periods

3. Employee Response Section: Space for employee comments, used when immediate written response is required

Suggested Schedules

1. Performance Metrics: Specific data and metrics showing performance issues with comparative standards

2. Previous Warnings: Copies of previous performance-related communications and warnings

3. Performance Improvement Plan: Detailed plan with specific goals, timelines, and measurement criteria

4. Job Description: Current role requirements and performance expectations

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok³ÉÈË°æ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co
Relevant legal definitions















Clauses
















Industries

Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore, covering basic terms and conditions of employment, employee rights, employer obligations, and fair treatment requirements

Tripartite Guidelines on Fair Employment Practices: Guidelines issued jointly by Ministry of Manpower (MOM), NTUC, and SNEF that outline fair performance management practices and non-discriminatory practices in employment

TAFEP Guidelines: Tripartite Alliance for Fair and Progressive Employment Practices guidelines specifically focusing on performance management and fair evaluation processes

Personal Data Protection Act (PDPA): Legislation governing the handling of personal information and privacy considerations in employment documentation

Documentation Requirements: Specific requirements for documenting poor performance including objective evidence and specific instances

Progressive Discipline Procedures: Structured approach to addressing performance issues tHRough escalating steps of intervention

Warning System Guidelines: Requirements for implementing a fair warning system including verbal and written warnings before severe action

Performance Improvement Timeline Standards: Guidelines for setting reasonable timeframes for employee performance improvement

Communication Standards: Requirements for clear and explicit communication of performance expectations and areas of improvement

Performance Metrics Guidelines: Standards for establishing and measuring objective performance metrics and KPIs

Employee Response Rights: Legal requirements regarding employee's right to respond to performance concerns and appeal processes

Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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