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Warnings for Underperformance

📘Guideline: When can formal warnings for underperformance be requested?

  • Employees who have been with Flink for more than 5 months

    • Employees can be dismissed during the first 3 months of their probationary period

    • After the probationary period ends, a 2-month reference period is required to assess performance

  • Reference period (observation period) of at least 2 months

    • The employee must have worked at least 75% of the time (i.e., not absent due to illness or vacation)

  • Performance is compared against the monthly hub average for the relevant hub

  • The employee's performance must be >= 30% below the hub average within the reference period

  • A personal conversation or written message must take place after the first Monday of the observation period (i.e., at the start of the second month), giving the employee approximately 3-4 weeks to improve
    ​

💡Important notes: What must be considered when submitting a warning request?

  • The personal conversation or written message must have taken place before the warning request is submitted. If the date of the request is the same as the date the feedback was given, the ticket will be automatically closed

  • It is important that the requesting Hub Manager responds promptly to any follow-up questions from PPO/WFS or the Legal team. Unanswered queries will result in the ticket being closed

    • The Hub Manager has 3 days to respond to a follow-up. PPO will send a reminder after 3 days, and if there is still no response after a further 3 days, the ticket will be closed

  • The ticket can only be submitted once all fields have been completed

  • Screenshots from the relevant Data Studio dashboard must be included in the request. Please ensure:

  • The hub average is clearly visible

  • The screenshots cover a longer time period, not just a single day

  • Screenshots are of good quality and clearly legible

  • No abbreviations or informal hub terminology should be used. KPIs must be referenced by their official names to avoid unnecessary internal queries

📊Performance KPIs: Which KPIs can lead to a formal underperformance warning?

Hub Staff KPIs

KPI

Hub Average (Example)

Employee 1: Warnable (>= 30% deviation)

Employee 2: Not Warnable (< 30% deviation)

Ø Picker Reaction (sec.)

20.0

26.0

24.0

Ø Pick & Pack Handling per Item (sec.)

9.6

12.5

11.9

% Items Skipped

5.0 %

6.5 %

5.9 %

Ø Picking per Item (sec.)

9.0

11.7

10.9

Ø Packing per Container (sec.)

12.5

16.25

16.0

# Missing Products per 1000

0.31

0.41

0.38

# Perished Products per 1000

0.15

0.20

0.18

# Wrong Products per 1000

0.25

0.33

0.30

# Damaged Products per 1000

0.11

0.15

0.13

Rider KPIs

KPI

Hub Average (Example)

Employee 1: Warnable (>= 30% deviation)

Employee 2: Not Warnable (< 30% deviation)

% Offer Acceptance

97 %

67 %

72 %

Ø Rider Offered to Claimed (min.)

0.61

0.79

0.71

Ø Preparing for Trip (min.)

0.48

0.62

0.59

Ø Dif Riding to Customer (min.)

1.23

1.59

1.49

Ø At Customer (min.)

1.41

1.83

1.79

Ø Differenz Return to Hub (min.)

0.88

1.14

0.99

% Expired Offers

2.1 %

2.73 %

2.5 %

% Declined Offers

1.5 %

1.95 %

1.69 %

🔄 Internal process

  1. Hub Manager submits a formal warning request

  2. PPO/WFS receives the ticket and tags the Legal team for further processing

  3. Within 2-3 days, the Legal team provides feedback: If further clarification is needed, Legal contacts the Hub Manager directly. If a clear decision on warnability is reached, Legal informs PPO/WFS.

  4. If the Legal team has follow-up questions, the Hub Manager has 3 days to respond. A reminder is sent after 3 days; if no response is received within a further 3 days, the request is closed

  5. Once all queries are resolved (or if there are none), PPO/WFS drafts the formal warning and closes the Hub Manager's request

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