I am a lead teacher in a preschool so it is very draining to have someone not pulling their weight. She does exactly what I ask her to do but no more which is really not typical for someone working in this field for as long as she had been in it, or even for most newcomers and I am not sure how to proceed.
I supervise 22 exercise instructors. Most of them are wonderful. Two are not and 1 has actually been dangerous. She has been on a performance improvement plan off and on for the last couple years. Because she is the only one of my instructors that is not certified by a national governing board, one of the things she has needed to do is read a few articles and write a synopsis. Juvenile? Absolutely. But unfortunately sometimes that's what you need to do.
Laws vary by state, policies vary by company, etc. but general advice:
Put together summary of unacceptable behaviors with examples. Add WRITTEN 30/60/90 day goals with consequences for not making progress "up to termination of position".
Do an evaluation at the 30, 60 and 90 day marks. If she doesn't make progress, you could term her at any point. You have to define what acceptable progress is.
Be VERY direct with her. Make sure she understands that if she doesn't make progress she could lose her job. IME, most people are NOT direct enough. You owe it to her and to yourself to make sure she understands her job is on the table. This is probably the most important thing IMO.
Make goals measurable and specific as previously suggested.
It is perfectly reasonable to put things like "independently" and "takes the lead" "with limited supervision" (this is a good ex of progression in your 30/60/90 - at 30 "with some guidance" at 60 "with little guidance" at 90 "independently")
Have weekly coaching sessions and give her feedback
Make sure you have examples of where she is doing well and struggling
Tracey, mama of 5 beloved children here with me on Earth and one precious son I will meet again in Heaven 6/17/09 - 9/6/09.