Q. "We have an underperforming employee who was also recently disabled. How do we strategically address their performance?"

Answer:

This is a really tough situation, balancing compassion with the practical needs of your ministry. Here are some strategic next steps:

1.  Start with a Direct, Compassionate Conversation

    Begin by openly discussing the underperformance and how their recent disability impacts their ability to perform essential job duties. The goal is to see if they also recognize the situation's un-sustainability and to explore solutions together.
   

2.  Explore Reasonable Accommodation

   For the disability, engage in an "interactive process" to identify potential reasonable accommodations (i.e., assistive technology, workspace changes, or modified duties). Document these discussions carefully. If no effective accommodation can enable them to perform essential functions, explore alternative roles or, as a last resort, separation.
   

3.  Implement a Performance Improvement Plan (PIP)

   Since the underperformance is separate from the disability, implement a formal PIP. Clearly outline specific, measurable performance expectations, a timeframe, support provided, and clear consequences if improvement isn't met.
   

4.  Prioritize Documentation

   Continue documenting every meeting, communication, and decision related to both performance and accommodation discussions. This paper trail protects your ministry and ensures consistency and fairness, should you need to make a difficult decision.
   

5.  Seek Expert HR/Legal Counsel

   Consult with ministry HR experts or legal counsel experienced in church employment law to ensure your actions are compliant, compassionate, and consistent.

Have a unique situation you need help navigating? Schedule one-on-one time with a ministry HR expert!