Hi everyone, I'm hoping someone here might be able to provide resources for me.

Some background info: I work at a University and in our office we hire graduate assistants. Unfortunately there isn't a standardized or formal evaluation process. We are working on that now given some of the frustrations we've had. That said, we are at the point where we feel we need to provide something in writing to one GA who isn't meeting our expectations. I've been asked by my boss to draft a letter to this person since he reports me but I'm not sure how to go about it. Any advice would be greatly appreciated! TIA.

Do you have a human resources department or individual? Are you trying to just document something or are you wanting to begin the procedure to separate the person? You will want to see if your HR or student placement service has a process for this, as it would need to be followed.

If not you will want to include the following in the letter: reference previous conversations and the exact issues you had been discussing, the fact that no improvement has been seen, what action you expect the GA to take, what the consequence will be if not improvement is shown. And then be prepared to talk to them about it.

^ Thanks for your response. GAs are not hired through HR or student employment which is why we are doing it internally. This individual is paid through our office and also through a grant held by a faculty member. This is why is convoluted and complicated.

Originally Posted by jennalovesbags

^ Thanks for your response. GAs are not hired through HR or student employment which is why we are doing it internally. This individual is paid through our office and also through a grant held by a faculty member. This is why is convoluted and complicated.

I would still contact your university's HR department (or your department's HR department) and find out what policies and templates they have available. Just because this particular student does not fall within that type of "hire" doesn't mean that their resources won't provide you with some guidance.

Also, if you contact the main HR, they might have experienced this issue before and can advise you. I think it's worth reaching out.