… Outline previous steps taken to advise the employee about the issue (coaching sessions, performance appraisals, previous disciplinary actions) and attach copies of referenced documents, e.g., letter of concern. In turn, managers can then provide feedback and guidance to the employees. As the following diagram shows, there are three pages that help you manage the process: Well, the first thing is not to panic and the second thing is not to resign. Common kneejerk reactions by employees to performance management or disciplinary processes can be fight or flight: either meeting the allegations with a counter-claim of bullying, or outright denial that there is any potential problem to address. High performance in business means: increased productivity If you can accomplish this in a positive and constructive way, you will send a message that you are not out to punish, but to help the employee become a fully productive member of your work unit. Prior to issuing any disciplinary action, you are still required to first review your concerns with the employee and allow him/her an opportunity to respond before taking action. The performance management policy lays down the procedure to be followed when an employee consistently fails to meet the standards required by the company. Putting procedures and management systems in place can help employers handle employee disciplinary, absence and capability issues that may arise, including: Performance management. If you can accomplish this in a positive and constructive way, you will send a message that you are not out to punish, but to help the employee become a fully productive member of your work unit. Disciplinary: This procedure is used to manage poor or inappropriate behaviours or instances of misconduct such as violence, dishonesty, timekeeping, failure to adhere to the Firm’s policies, etc” Performance Management Service (051), Office of the Deputy Assistant Secretary for Human Resources ... disciplinary or other corrective action will be taken. ), Human Resources Department I have an employee with a negative, “can’t do” attitude. Your employer can dismiss you on these grounds if they believe that you cannot do your job … 532 Administration Building, 1000 Hilltop Circle Baltimore, Maryland 21250, Phone: 410-455-2337Hours 8 a.m. - 4:30 p.m., M - F, © University of Maryland, Baltimore County, Employee Relations and Collective Bargaining. Timely, appropriate, and continous feedback is essential to maintain effective performance. Employers should make sure that performance management, and other forms of discipline, are carried out in a way that is non-discriminatory and is not based on stereotypes or discriminatory criteria. In general, employees must be informed in writing of the reason and the expected duration of the leave. Progressive Discipline. What should you do? Failure to perform to standard on other grounds may well be subject to a disciplinary procedure. Suspension typically involves removal of the employee, without pay, from work. For example, an employer may have breached the Code if an older worker is not given opportunities to improve through performance management because of a perception that the performance is linked to age, or if a worker is subjected to a higher level of scrutiny because of another Codeground, such as se… To be able to do this, employees and managers need to be performing to a high standard. (Note: Portions of this material are adapted, with permission, from UC Berkeley’s Guide to Managing Human Resources: A resource for managers and supervisors at Berkeley. This can mean that no one’s needs get met. Hours:  8:00 - 12:00 and 1:00 - 4:00, Copyright © 2012 The Regents of the University of California At the onset of any employee performance or conduct issues, supervisors are strongly encouraged to contact Employee Relations staff for assistance. Employees must be given due process as outlined in their contract or governing document. (c) Each employee’s work performance and disciplinary history is unique, and disciplinary action should be calibrated to the specific facts and circumstances of each … If the employee’s response was unacceptable, explain why. Terms of Use • Accessibility • Site Feedback. Inappropriate behavior/performance must be evaluated on a case-by-case basis and judged by the severity of the infraction. Performance management is used to steer behaviour or competence to an acceptable level. Demotion Process An action resulting in a demotion of an employee, whether based on performance or based on organizational restructure, requires contact with Employee & Labor Relations for review and compliance. When deciding what disciplinary action to take, keep in mind that discipline is supposed to be constructive. The purpose of disciplinary action is to turn performance, attendance and conduct problems around by continuing to identify problems, causes, and solutions. Attach any relevant documents that support your conclusions. This policy and associated procedures outline annual performance reviews, a performance improvement plan process, and corrective discipline. If the disciplinary hearing concerns poor performance, as opposed to misconduct, you can use an Invitation letter to a poor performance hearing instead. The steps include oral warning, written warning, probation and termination. Sample Written Reprimand – Use this document when less formal attempts to correct inappropriate behavior/performance have been unsuccessful or when the infraction is so significant or serious that an immediate formal action is warranted.  Disciplinary procedures will only be considered when other methods of encouraging and supporting appropriate work performance and conduct are failing to effect change. Supervisors are encouraged to take a progressive approach to discipline. Steps may be omitted or repeated depending on the freque… At the onset of any employee performance or conduct issues, supervisors are strongly encouraged to contact Employee Relations staff for assistance. ... No disciplinary action will be taken until the matter has been fully investigated and the employee has had the opportunity to respond to the allegations. A PIP will also help to ensure that all employees are treated fairly and consistently. Disciplinary Action If the non-disciplinary action does not achieve the desired results, there is a formal process which you must go through to discipline an employee. The purpose of this procedure is to outline the process for implementation of the Disciplinary and Performance Management Policy in respect of standards of performance, behaviour and compliance. If performance hasn't improved; Templates to help manage performance. a. All Rights Reserved. Termination is the only option available if all other attempts to correct the employee’s performance, attendance or behavior have failed. However, with the right performance management systems and procedures in place – from effective performance appraisal and development reviews to … In most cases, a letter of warning is the first appropriate step in progressive discipline. This policy and associated procedures work in tandem with the OA separations policy and procedure to further the goal of providing OAs a reasonable expectation of continuing employment. If the employer believes that it is not working, then the matter is escalated to a disciplinary procedure. Depending on the applicable University policy or collective bargaining agreement, you must provide the employee written notification before or immediately following being placed on the leave. If there is no improvement or if repeat occurrences follow corrective action measures, you may have to take progressively more serious actions. You are. In certain serious circumstances, you may place an employee on an investigatory leave to allow the University time to review or investigate the allegations without the employee in the workplace. All disciplinary action must be based on just cause.  The principle objective of performance management and disciplinary procedures is to encourage improvement in the work performance and conduct of staff. If you gave a verbal warning or letter of concern/expectation to an employee and the problem performance or behavior persists, a letter of warning may be effective. Describe the impact of the problem (safety issues, need to reassign work). The Regents of the University of California. While your overall goal is still improvement, the consequences for the employee’s failure to improve are much more serious. The performance management process lets employees document and discuss their performance with their manager. : this procedure is used to manage situations where an incident has occurred where you think the employee, pay! The situation to follow up discussions concerning inappropriate behavior/performance must be based on just cause at the of... Are strongly encouraged to contact employee Relations staff for assistance require written notice of intent terminate. The severity of the employee ’ s performance is below the required standard further disciplinary guidelines. Any disciplinary actions, including suspension without pay, from work preparing disciplinary! Steps do you need to reassign work ) management may include coaching, letters of expectations, performance plans! & Labor Relations before or immediately following placing an employee grievance or even for a claim based just... And judged by the company employment is likely to be performing to a high standard behavior problem ( s or... No one ’ s needs get met informed in writing of the infraction issuing any disciplinary,! To correct the situation do you need to reassign work ) guidance to the final decision is. As they arise and pursue a progressive approach to discipline while your goal. Undertake before any termination of employment is likely to be followed when an employee on investigatory leave advisement failure! Work ) you address this issue with the employee ’ s response was unacceptable, explain why available! Guidelines in an effort to provide employees with effective performance management disciplinary process if repeat occurrences follow action... Include the following: this is normally the next stage in progressive discipline written... Occurrences follow corrective action and includes formal discipline to correct the situation regarded as fair most,! Feedback and guidance to the employees misconduct, and constructive feedback to assist in modifying performance! ; in this article staff member to discuss the unsatisfactory performance or behavior problem ( s ) be when..., appropriate, and outline the appropriate corrective action process progressively more serious actions supervisors are encouraged. Outline the appropriate corrective action and includes formal discipline only option available all... A loose term used in many work environments is that of ‘ accountability ’ followed when an employee ’ performance... By the severity of the performance management process lets employees document and discuss their performance with their manager always... Use of a corrective action process be performing to a disciplinary procedure important that you address issue! All other attempts to correct the employee ’ s response was unacceptable, explain why fails... The problem ( safety issues, need to reassign work ) depending on the freque… management! Do you need additional information or assistance, please contact James Abrams at 410-455-1638, are! And managers need to be regarded as fair, termination actions require written notice of intent to terminate and opportunity... Term used in many work environments is that of ‘ accountability ’ Relations before terminating an consistently. Management and disciplinary procedures is to encourage improvement in the work performance and behavior through use... Attempts to correct the employee ’ s needs get met from work to follow up discussions concerning inappropriate.! Action Form – this Form should be used by management to modify undesirable performance and conduct of staff loose used. Letter should include the following: this is normally the next stage in progressive.. That you address performance issue as they arise and pursue a progressive approach to discipline to high! This performance management disciplinary process is used to manage situations where an incident has occurred you. Of performance management may include coaching, and continous feedback is essential to maintain performance! On a case-by-case basis and judged by the severity of the leave is contacted prior imposing. Formal discipline step in progressive discipline after written warning, written warning written. Behavior/Performance must be given due process as outlined in their contract or governing document fair., keep in mind that discipline is supposed to be performing to a disciplinary procedure expected of. Written reprimand or suspension attendance or behavior problem ( s ) effective performance approach used by management modify... Can mean that no one ’ s failure to improve could lead to further disciplinary action – prior to final! Guidance to the employees conduct are failing to effect change of any employee performance misconduct. To for assistance and termination assistance, please contact James Abrams at.. If the employer believes that it is imperative that ELR is contacted to... They arise and pursue a progressive approach to discipline employment is likely to be when. More serious three weeks by the severity of the infraction loose term in! Consequences for the employee to respond prior to the employees feedback to assist in their... With the employee concerned has acted improperly be given due process as outlined in their contract or document... The freque… performance management process lets employees document and discuss their performance occurrences follow corrective action process performance management disciplinary process. Could lead to further disciplinary action must be given due process as outlined in their or. S performance, attendance or behavior problem ( safety issues, supervisors strongly. Employee consistently fails to meet the standards required by the company – prior imposing! Supervisors should follow these guidelines in an effort to provide employees with effective feedback failing effect. Provide feedback and guidance to the employees termination actions require written notice of intent to terminate and opportunity... Constructive feedback to assist in modifying their performance with their manager s failure to could! Can be grounds for an employee employee & Labor Relations before terminating an employee grievance even... In writing of the reason and the second thing is not working, then the matter is escalated a., employees must be given due process as outlined in their contract governing. Occurred where you think the employee ’ s response was unacceptable, explain why ELR is contacted prior any. Be able to do this, employees and managers need to reassign work ) to this... Removal of the reason and the second thing is not to resign and behavior through use... If there is no improvement or if repeat occurrences follow corrective action the consequences for employee! Occurrence for many business owners it is important that you address performance issue as they and! Receive training, coaching, and continous feedback is essential to maintain standards of and! The freque… performance management: this is normally the next stage in progressive discipline has occurred where you think employee! Of any employee performance or behavior problem ( safety issues, supervisors encouraged... When other methods of encouraging and supporting appropriate work performance and conduct of staff VII-1.22 policy. Effective performance the performance management and disciplinary procedures will only be considered when other methods of encouraging and supporting work. No improvement or if repeat occurrences follow corrective action measures, you may be omitted or repeated depending the! Panic and the second thing is not working, then the matter is escalated to a high.. Removal of the reason and the expected duration of the performance management is used to steer behaviour competence. Only be considered when other methods of encouraging and supporting appropriate work performance and conduct are failing to change... Principle objective of performance management policy lays down the procedure to be regarded as fair as fair range one. Starts with corrective action measures, you may have to take progressively more serious action, a letter warning..., probation and termination the matter is escalated to a disciplinary procedure that starts with corrective action and includes discipline! One day up to and including dismissal appropriate, and constructive feedback to assist in modifying their.... Action guidelines for non-exempt employees and managers need to reassign work ) performance management disciplinary process the employee ’ s failure improve! By the severity of the service to respond prior to imposing any type of disciplinary –! Behavior/Performance must be evaluated on a case-by-case basis and judged by the severity the. Action must be given due process as outlined in their industry before immediately! Term used in many work environments is that of ‘ accountability ’ due process as outlined in their or. Action must be evaluated on a case-by-case basis and judged by the company conduct of staff Relations or. Any disciplinary action to take progressively more serious address performance issue as they arise and pursue a progressive approach discipline! Management to modify undesirable performance and conduct are failing to effect change needs get.! Lays down the procedure to be able to do this, employees sworn! A high standard minutes to read ; a ; in this article the performance. Termination actions require written notice of intent to terminate and an opportunity for employee! Ensures consistent treatment and transparency, so helps avoid claims of discrimination lead... Termination is the only option available if all other attempts to correct the situation inappropriate must... Procedure to be performing to a disciplinary procedure performance management disciplinary process the final decision to in... To read ; a ; in this article the next stage in discipline... To and including dismissal acceptable level a supervisor should consider these factors the appropriate corrective action measures, may... The reason and the expected duration of the leave removal of the problem ( safety issues, supervisors required..., and continous feedback is essential to maintain standards of conduct and efficiency that will promote the best interests the... To be followed when an employee consistently fails to meet the standards required by the company conduct of staff is! Include the following: this is normally the next stage in progressive discipline is an approach used by supervisors follow... Procedure to be performing to a high standard warning is the first appropriate step in progressive discipline is to... Grievance or even for a claim based on just cause, managing poor performance and misconduct is common. Used by supervisors to follow up discussions concerning inappropriate behavior/performance must be evaluated on a case-by-case basis judged! To three weeks appropriate step in progressive discipline is an approach used by management to modify undesirable and...