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[quote=Anonymous]NP here.  My take.

Employee performs sub-par.  You explain what was expected.  He denies he was informed.  When you find email that shows he was you forward and say "I just noticed that I had sent you this on X date.  Please do a better job of keeping track of messages like this one as you are expected to keep track of your own assignments."  Keep a file or mailbox folder just for issues.  You will need documentation for his performance review.

When performance review comes around, note on his performance review "Needs improvement" or whatever the appropriate rating is.  Use documentation that you have to cite examples where tasks were assigned to him and he failed to track his assignments (don't document that he denied getting them, just that he did not complete the assigned tasks).

When he cc's boss, assume that he is trying to CYA.  But when further issues like the original one came up, likewise, CC manager when you  respond with the documentation that he did receive instructions, did not track and did not complete assigned work.

Keep it entirely professional and keep the emotions, the "he said, she said" and the personality problems such as his passive aggressiveness and laziness out of it.  Just document that he was assigned work, it was verified that he received, but he did not perform duties as assigned.  Once you have a history of such behavior documented on his performance review, it will be in his personnel file and if you choose to initiate a PIP or equivalent, you'll have the documentation needed to cite examples.[/quote]

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