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SHRM Exam: Situational Judgment Scenario-Based Questions - Scenario 4
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Nadine, the director of marketing, is having a serious performance problem with a key marketing analyst, Andrew. Andrew has been with the firm for three years and is a 41-year-old minority. Andrew’s initial 6-month review was satisfactory. After that, the appraisals have continued to be satisfactory, but marginally so. You talked the director of marketing out of firing Andrew for employment at will and got her to agree to put Andrew on a performance improvement plan (PIP). You convinced her that for the PIP to work, she’d need to make expectations for work quantity and quality clear to... Show more
SHRM Exam: Situational Judgment Scenario-Based Questions - Scenario 4
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5 Questions

1. In that meeting 32 days after the start of Andrew’s PIP you gently ask Nadine to help you understand the reason she didn’t engage in more feedback meetings with Andrew. She tells you work has been overwhelming, especially with marginal performers on her staff, and that she had to go out of state for 2 weeks to arrange for hospice for her father. What is your response?
2. What further advice do you want to give to Nadine, knowing Andrew is in at least two protected groups?
3. Thirty-two days after Andrew’s PIP began, you meet with Nadine. She reports that Andrew’s quality is about the same as before and his quantity of analytical reports has gone up slightly. She met with him initially to put him on the PIP and then just met with him a second time 3 days ago. Nadine wants to fire Andrew. What is your counsel to Nadine?
4. It is now 30 days later, and Nadine wants to meet with you concerning Andrew. What will you want to know from Nadine?
5. If Nadine wants to go forward with the termination, what advice do you want to give to her?

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