Page 264 - An Indispensible Resource for Being a Credible Activist

SAMPLE PERFORMANCE MANAGEMENT PROCEDURES:
YOUR MAP FOR COACHING AND DISCIPLINE

HR is available for consultation with managers on any step in this process.

Be sure all employees reporting to you understand their job descriptions and any
codes of conduct.
Remember that as supervisors, we intend to provide tools, training, sufficient time,
clear guidance, and encouragement to those we supervise in support of their
success.
Point out and discuss any infractions of code of conduct or difficulty performing
job functions, and have an informal discussion with the employee to better
understand what may be going on. (Use investigative problem solving as a discussion
tool to be sure you have all data and are not making an attribution error in assessing
job performance.) Feel free to include HR in informal discussions or investigative
problem-solving discussions.
Familiarize yourself with Coaching Skills for Supervisors and Managers and Use
of critical thinking skills and consult with HR for tips on coaching employees
to succeed.
If the same issue continues after a first discussion, inform HR and proceed as follows:
If it is a conduct issue: move directly to a Verbal Warning. (Consult HR and
document with HR.)
If it is a job performance issue, please have HR present.
If the same issue continues after a first discussion, inform HR and proceed
as follows:
If it is a conduct issue, move directly to a Written Warning. (Must be done
with HR.)
If it is a job performance issue, revisit the Coaching guidelines (Schedule
with HR.)
If the same issue continues after a first discussion, inform HR and proceed
as follows:
If it is a conduct issue, move directly to Probation (Must be done with HR)
If it is a job performance issue, consult with HR on options (More Coaching,
Verbal Warning, Written Warning, Probation, Demotion, Transfer, or
Termination with HR.)
Verbal Warnings:
Consult with HR first, if possible, if not, please inform HR and provide
documentation afterwards.
Use the Discipline Form either with HR or give to HR after you document.

CHAPTER 15 • F ostering F eedback, Training, and Improved P er formance 247