Recently, one of the supervisors of one of the departments that I lead failed her performance improvement plan. Prior to being put on a performance improvement plan for 3 months, she had been found to be performing poorly in her duties as per her job description. In her defense in the show cause letter, she brought to my attention extenuatating circumstances, workload issues, bias from her manager, etc that contributed to her failing to meet the requirements of her performance improvement plan. She is a permant member of staff. The penalty she is to recieve which she has agreed to is a reduction in classification level for 12 months. During the 12 months, she is to be sponsored by our organisation to do a diploma course in frontline management with a view of helping her to upskill her supervisory skills. She is to participate in a Performance appraisal and development plan so that she can become supervisory material in 12 months and take her previous position in the organisation. If she fails the Performance appraisal and development plan, she will put on another performance improvement plan, and if she fails again, she may be sacked. Now, how do we design the Performance appraisal and development plan for her so that she is indeed assisted to become a better supervisor, bearing in mind that she will be working at a lower classification level and based on the job description of that lower classification level as well? What are some of the things that we can request her to do, which if she agrees can help her tremendously in becoming a good supervisor? She may come up with ideas of things she may put in the Performance appraisal and development plan, which we have to support her since we are giving a chance to improve. Any guess as to what she might put in the Performance appraisal and development plan? Finally, what are our obligations from an employer perpesctive in this matter? We are meeting with her next week on Tuesday to discuss the Performance appraisal and development plan. So, those of you who can urgently respond to this matter, please do and we greatly appreciate. Thank you.