Intervention > Performance Related Referrals


What are Performance Related Referrals?
A performance related referral involves a manager or supervisor formally referring a staff member for counselling or psychological assessment following a specific and identifiable, behavioural issue that has been adversely affecting workplace productivity or safety.

Performance related referrals are made by managers as part of the overall performance management process of personnel.

How does it Work?
Formally referring a staff member for counselling or assessment is never taken lightly by managers, supervisors and other senior level staff.

The first step involves the manager notifying the staff member that they have been formally referred for counselling and they must attend. The staff member is also told that their sessions will not be confidential and the psychologist will be required to submit a written report to the manager. The report will outline the psychologist’s findings and include recommendations for the manager.

The psychologist, in consultation with the manager who has made the referral, determines the number of counselling sessions the staff member is to attend. Prior to the referral, the manager or supervisor will discuss the employee's current job performance issues, their past work record, prior job action, attendance problems and other related information with the psychologist.

Is it for You?
Only managers, supervisors and senior level staff can make formal performance referrals. The types of on-going performance-related issues for which managers refer include some of the following:
• intoxication at the worksite
• inappropriate language use toward staff other staff members
• aggressive or violent acts in the workplace
• not abiding by workplace safety regulations
• ongoing conflict with colleague
• substantiated drug use impacting on workplace productivity or safety.

What are the Benefits?
While formally referring a staff member for counselling or assessment is not viewed as ‘ideal’ and managers and supervisors do not make the decision lightly, the process can benefit both the staff member, manager or supervisor and the organisation.

The benefits include:
• proactive constructive support for the staff member undergoing workplace difficulties.
• an independent, objective assessment that assists the manager and staff member to make positive solution focused decisions.

Why Choose ITIM?
• ITIM is a Level One Member of the Employee Assistance Professionals Association of Australia Inc.