Thanks bluequail.

I definitely don't feel bad for putting this employee in the improvement plan. They needed it.

My point with option 3 was that when we get a new department manager. They'll look at this employee and wonder why I didn't do anything about them being bad at their jobs over the past 3-6 months, while I was the supervisor. That's all.

I worked through HR and had them approve the training plan, and they were part of it. HR actually wrote the letter that the employee signed about the issues so far, and the avenue for improvement.

I'm just bristling at the other managers giving me crap for the employee quitting on us "all of a sudden"... because the other managers/directors don't know about their bad performance, or improvement plan... since that's a private matter. And I can't exactly say anything about it.

I've just been saying.. "Yeah, they quit. We'll figure out how to cover those duties."