employee write up for lack of attention to detail
As a detail-obsessive person, I can testify that building relationships and people-focused activities are my idea of pure hell. Certainly not every learning disability should disqualify you from every job, even if you need the extra time in college to get to the job. It sounds like she would need **extremely** detailed checklists for basically every single type of document and every type of situation the firm encounters. There are so many possibilities, medical and otherwise, that it’s pointless to speculate. Jessie might have ADHD. It’s not a crime to tell them that, let them go, and hope they find something more suitable. This has to be a realization on the OP’s part about how precarious a situation their firm is in, more than anything else about checklists or doctor’s appointments for ADHD checkups or what have you. It could be she’s rushing because her time management skills are lacking – that’s fixable, and perhaps the other stuff will follow. This person also fails to meet deadlines, goofs off at work, and is unprofessional with the staff they supervise. Thyroid issues can also cause issues with concentration, memory, and having “brain fog”. These are good ideas but, yeah, as a client I would be LIVID if I was billed for one minute of this. Mistakes in legal documents can change people’s lives; if she’s throwing it off as “oh, I’ll get better” or “oops” – major problem. Be honest, but be kind, and you will both be happier! I’ve been thinking more about this one, and I dont have the most natural attention to detail myself (It’s hard won). – Go through the text trying to identify 4-5 errors on each page with highlighter. Conscientousness is one of those Big Five personality traits. In the U.K. there was an article about a teenager who had a form of dwarfism. Work is not lectures, so work is fine. we can only bring our spouses to the holiday party if we have kids, HR won’t let me do anything about my horrible employee, coworker plays music all day, and more, weekend open thread – November 21-22, 2020. This. I can easily seem someone new to the job thinking that, yes, they’re making mistakes but they’re trying and starting to figure it out and do better (even if the “doing better” isn’t visible to anyone outside of the junior attorney’s head), and thinking they have plenty of time to learn. This is not even remotely accurate and it’s sad that you actually believe this. My concern is that she IS checking. Because classes and tests are nowhere near as open-ended as the real world. 3. My husband and I recently bought a new car and they guy filling out the paperwork kept getting my husband’s name wrong. Thinking to myself “I am proofreading this document now” is absolutely useless, but breaking that down into “check every name, check that every paragraph makes sense, check that everything in the conclusion is supported by something in the body” radically transforms my ability to catch stuff. As an attorney you owe a fiduciary duty to your client, and this just doesn’t cut it. Avoid general phrases, such as \"The employee had a bad attitude\" or \"The employee responded poorly,\" and instead list specific words or actions that demonstrate how he violated work policies or the company's code of conduct, suggests Paul Falcone, author and human resources executive in Los Angeles. Does that necessarily mean I have a high IQ? Maybe she could take one of the more reputable tests, that may indicate this is natural. They key to this whole situation is for Jessie to REALLY, TRULY *GET* the issue. “Health issues” sound like a world away from what the OP is describing, which are weak critical thinking skills (not the spelling errors, but the inability to draw correct conclusions from documents, etc.). Brilliant ones. And so on. The problem is that when you read it in your head, your mind fills in the blanks. “Most attorneys don’t have the opportunity to practice in law school ”. Most … I am guessing that mrs_peel means that you’d have to develop a new checklist for every case, and the time it takes to develop and implement it would have to be either (1) time spent that you can’t bill a client for, which the firm won’t like, or (2) time you bill the client for, which the client won’t like and may not accept. *Connect her with anyone in your network who could help Why do you use these tools/techniques? Does Jessie know who to go to for help? The potential degree for harm there is immense. I had NO legal training. We throw out resumes and writing samples with a lot of typos for a reason. There might be any number of medical conditions that cause the problems. I was offered extra time for my history and anthro classes but never used it because those weren’t as taxing). I had one filing where I forgot to write the subsection – I had written something like 67 USC 5278(b)(3)(iv) when it was really 67 USC 5278(b)(3)(D)(iv). It takes me ten seconds to confirm something most times but it can take hours or days to clean up errors. As someone who wasn’t cut out for law, I would have loved someone like OP being kind but honest with me about it. Junior employee with a history of making mistakes and not improving, makes a huge, consequence-laden mistake in a high-stakes situation and is kept on staff? You need to consider firing her. Sorry for the delay in responses – I am currently in another timezone, and this got posted while I was asleep! This might be a know yourself kind of thing. Given the specifics of the job and the type of issues she has, what kind of possible “reasonable accommodation” they could offer anyway. Heh, I clerked and can confirm the subtextual side-eye inherent in the “[sic].” If we like you, we’ll quote around the error instead. There are way more affordable ways to defray the cost of an undergraduate education than a graduate one: scholarships are easier to get for undergrad, grants are easier to get for undergrad, parents with the means are usually more willing to help out either with money or in-kind (housing, cars) for undergrad expenses. She was very motivated and desperately wanted to be an OR nurse, but she could not focus for more than a few seconds, not just when it came to research, but basically with anything. As someone who has tried to improve my attention to detail, there might not be much more you or she can do. Does she seem overwhelmed? Aren’t we not supposed to inquire into employees’ medical conditions? I know EXACTLY who you are talking about! Performance review phrases examples for quality of work to write a performance evaluation and complete your performance review form for free. But the problem was, I *didn’t* have a question. This particular junior attorney is making serious mistakes in areas fundamental to the job. I feel mean about doing that, but otherwise, he will say that he didn’t know that he was supposed to do it that way and will do it correctly going forward, which is frustrating when that’s what he said last month. While I agree that a lot of this sounds like ADHD and coping mechanisms that no longer work well, I also wonder how Jessie is coping in terms of the workload? Then give her another one and watch how she does it. Yeah, in good conscience, I could not refer someone to Jessie to anyone else or encourage her to practice law until she addresses the problems OP identified. Ooh, ouch. If she can’t work to a basic competency level, she should not be practicing law. She’s lucky this happened before it went to the court (or at least it sounds like the error was discovered during discovery disclosures). But my usual output has 1 every five pages or so; if she is making 2-3 mistakes per page in every doument she writes, that’s not typos, it’s a person who cann’t spell. She has not been. That’s about as “life and death critical” as you can find. Even beyond that, I use ProWritingAid to assist in editing writing (it’s similar to Grammarly), and… you can’t just sling something in there and expect it to fix everything for you. Since I assume I couldn’t practice medicine with my eyes closed, it’s not a good fit for me. I can vouch on the silent migraines, I get them as well. None of that is true in the real world. My alma mater turns out grads just as excellent and just as awful as every school – just with less debt. Some companies only take a written undertaking from the employee on confidentiality terms. It matters if a client is Stacy Yeobright or Eustacia Yeobright, or Eustacia Vye-Yeobright. 1) That’s different in the legal field, where the stakes are different, and 2) these aren’t “attention to detail” problems… as Alison suggested, they sound like comprehension problems, which is… very not good. While we’re here, I’ll toss out my somewhat rarer one that took me down gradually over the past couple of years until I hit a hard wall last year – silent migraines. Two key things I will mention – I’m at a firm with separate legal and compliance departments. I mean, the OP probably has lots of people in their network who are not lawyers – teachers, businesspeople of whatever sort, etc. Lovely man. Jessie didn’t pick up that the documents they provided showed that $300k of it was used for non-mortgage reasons. I forgot! I went through a period of brain fog that ended up being related to my diet (food intolerance). That’s exactly what I was thinking. I cover this in interviews and orientation now – you MUST have strong attention to detail (and demonstrate it on a regular basis) to succeed within this position. Even if you look at something like business tax strategy vs representing someone in an audit – you could be fantastic at one and suck at the other. Junior attorney just means you’re newly graduated. Can she use her legal training in another area of law that isn’t litigation? I have seen people with great resumes who were disasters after they were hired. Lordy, we‘re wordy here. Example: In one of my first jobs, I was responsible for running time cards. (Not because she’s dumb, she’s not, but because it wasn’t written in a way compatible with how she thinks.). Maybe the best tip for improvement that LW can give her is to make her fully comprehend the gravity of this issue. I still think allowing accommodations without talking through coping mechanism and career choices for the ‘real world’ is a huge disservice, and colleges should do a better job of that. You need to make sure she really understands that she can’t make these kinds of mistakes and be a lawyer. The continuous typo mistakes are one thing but overlooking a piece of evidence?! Maybe the OP can leave this article lying around? But the issue here is not just that she’s not checking everything or being a *bit* careless. Because its going to really stink if you’re dyslexic and take a job transposing numbers and end up getting fired for making mistakes. I won’t start in on the classist and racist implications of this statement. I’m person who’s inattentive to detail (hello ADD) and I struggle a lot with it. As my crimpro professor, jokingly, put it, don’t worry about the bar exam; you only need a D to pass, D+ if you’re an over achiever. All? It sounds like that was more of a surprise than anything else, but it could have been much worse had there been advice given to a client based on that huge mistake. If OP is in a position to coach her or be an advisor, which seems to be the case, OP could mention it as a possibility. But the people who couldn’t function at all without those tools were always scrambling a bit in the role, especially compared to the people who could get used to the rhythm and requirements of a project and just use the tools as a final checklist to make sure they hadn’t missed anything. And that lack of recognition is the core issue. Is there a time you identified an error that had been overlooked by a colleague? For example, if a junior attorney missed a privileged document, they should come back with (1) a draft letter to claw that document back and (2) a suggested change to their process/document review protocol to prevent further privileged documents from slipping through the same crack. Jessie is one of the hardest types of bad employees to deal with – you can’t fire her for absenteeism or having a bad attitude or for not taking the job seriously. I think the LW can offer “Is there any other way I can help you with this?” but then it’s on the employee. I wasn’t diagnosed until a year after finishing undergrad, despite being a walking human manifestation of the DSM crieria for diagnosis. These are serious, fundamental, once-in-a-blue-moon kinds of errors, ones you learn from and never make again. Thank you. Not trying to diagnose this employee in anyway, but thought I’d share my own experience. That particular experience was great at teaching me to be more self-aware. We’re edging into professional duty of competency problems with this young attorney. I got the drafts of the sale documents three weeks before closing. Most of the time, they could spot major factual errors like evidence that didn’t support the article’s argument. If that’s the case, then all the checklists in the world are not going to help her. On the next mistake, you can’t simply claim you didn’t know about a once off evidentiary error or problems this junior attorney has. I know more about what I do than new associates come to my practice group fresh out of law school. It’s possible she might be struggling to keep up, leading to these errors, and she’s racing through tasks to try to get to the bottom of her pile. Yes, this is a fear of mine, and my reluctance to say “she won’t succeed in this job” is solely based in my own fear of failure.