What is the meaning of unsatisfactory job performance?

Unsatisfactory job performance is work-related performance that fails to satisfactorily meet job requirements specified in the employee’s job description or work plan or as directed by the employee’s supervisor.
Dismissals based on unsatisfactory job performance often rely heavily on prior evaluations of the employee’s job performance. In order to rely on a performance evaluation as the basis for disciplinary action based on unsatisfactory job performance, the performance evaluation should be based on the employee’s job description and objective, written standards for judging the employee’s performance rather than vague or subjective descriptions of the quality or character of the employee’s work.
In the case of a county social services director, unsatisfactory job performance might include the failure to effectively manage the agency staff, failure to comply with policies or standards established by DHHS, or failure to adequately plan or administer the agency’s budget. It also might include the director’s failure to ensure that the agency meets the agency goals and objectives established by the board. However, mere disagreement or differences of opinion between the director and the board regarding the director’s administration of the agency does not constitute unsatisfactory job performance.
“Grossly inefficient job performance” is a type of unsatisfactory job performance. Grossly inefficient job performance is unsatisfactory job performance that results in
(a) the creation of the potential for death or serious harm to a client, an employee, a member of the public, or a person for whom the employee has responsibility, or
(b) loss of or damage to agency property or funds that has a serious impact on the agency or its work.