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� Offer the staff ineinbea• ihe oppailunzty ta write down any co�r��nents tliey Y�ave iza ti�e e�zapioyee cn�nme�3t seetion (they <br />can use an additional sheet of pa�er if nec�saary}. Also as�c �hein to sign and date the fo��n. <br />� Pro�vide the staff ane��laer witl� a copy of the coznpleted pro�ie. In�orrn the staff �nernl�er that ti�e p��o�le wi11 be retainad <br />in his�er p�rsnnzaei file. <br />4. Follnw-up <br />Qbjectrve: T'o turn the cnnfent of fhe performance discussiot� inta conerefe actions. <br />�'ake the ��ecessary ste}�s to assist the ezxapIoyee iz€ �neefii�lg their de�elo�zne»t arad wor�C �pals. This �nay iY�ci�de <br />creaii.n� an individual dev�lopinen� plan for t��e ui�co�ning year. <br />� Add��ess the errs}Sloyee's woxkpiace cnncei-�s by talc�ig actio�� yo�rsel£ or refea-ring the issue to the appropriat� �az�ty. <br />Kee� the employee in�'araned of the progress you a�-e inakin�. �f you are not able to �-esol�e the issue, ��:plain to tlae <br />ern�loyee the ciz-curnstances that p�•e�ent resolutaon. <br />