Dear All,
One of the engineers is not able to perform, and we need to make some hard decisions. Therefore, we are going to put him on a CAP (Corrective Action Plan), which will be a plan for a month where he needs to achieve certain goals. If he is not able to, then we have to let him go. This is unfortunate but has to be done sometimes.
I would like to find out what should be the ideal CAP put for the employee. I have never dealt with this before, but I know this is the process followed by a lot of software companies.
Also, let me know the detailed termination process involved in software companies in India.
Thanks,
SS
From India, Bangalore
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One of the engineers is not able to perform, and we need to make some hard decisions. Therefore, we are going to put him on a CAP (Corrective Action Plan), which will be a plan for a month where he needs to achieve certain goals. If he is not able to, then we have to let him go. This is unfortunate but has to be done sometimes.
I would like to find out what should be the ideal CAP put for the employee. I have never dealt with this before, but I know this is the process followed by a lot of software companies.
Also, let me know the detailed termination process involved in software companies in India.
Thanks,
SS
From India, Bangalore
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Hi,
Once an ideal CAP is put on, you may give me a period of one or two months. Even if, during this period, his/her performance is not satisfactory, you may bid him/her goodbye. However, every notice given to him/her must be in writing and must be accepted by him/her.
Warm regards,
Umesh Chaudhary (welcomeumesh@yahoo.com)
From India, Delhi
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141Once an ideal CAP is put on, you may give me a period of one or two months. Even if, during this period, his/her performance is not satisfactory, you may bid him/her goodbye. However, every notice given to him/her must be in writing and must be accepted by him/her.
Warm regards,
Umesh Chaudhary (welcomeumesh@yahoo.com)
From India, Delhi
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Performance Development Plan.doc
Implementing a Knowledge Action Plan.ppt