10 Unsatisfactory performance and unsuitability for the work assigned or for international service are defined in Staff Rule 1070.1 which also sets out the conditions for terminating a staff member's continuing or fixed-term appointment.
20 Unsatisfactory performance or unsuitability for the work assigned or for international service is not necessarily the entire responsibility of the staff member. It may often have several causes, not the least of which may be poor supervision. It may result in spite of very earnest effort on the part of the staff member to do a good job; it may be the result of poor placement by the Organization. For this reason, a staff member whose performance has been rated unsatisfactory in a given position is not necessarily to be judged unfit for further service.
30 Unsatisfactory performance may be the basis for one or more of the following actions:
40 A staff member whose performance is not satisfactory may at any time be given a warning or reprimand by their supervisor either orally or in writing depending on the seriousness of the situation. Written warnings or reprimands are issued after consultation with and clearance by Dir, HRT in Headquarters, Regional HR Managers for regions, and placed in the staff member's personnel record.
50 If the staff member so wishes, they may submit comments in writing on a written warning or reprimand which will be placed in the staff member's personnel record together with the warning or reprimand.
60 Following the issuance of a written warning or reprimand, the supervisor should assist the staff member in improving their work and continue to give clear guidelines and assignments.
