Employees have a valuable and critical role in helping the University fulfill its mission. Supervisors are responsible for training, supporting and assisting employees to improve performance.
The University encourages a supportive problem solving approach to performance issues, but recognizes that supervisors must also address performance that negatively affects the workplace.
The documents on this site are available to make staff and supervisors aware of the Performance Improvement and Disciplinary process and to assist supervisors as they work with staff. For probationary employees please see “Probationary Period Checklist.” Contact your Human Resources Consultant for further guidance.
Below are the typical steps in the performance improvement and progressive disciplinary process. Consideration should always be given to the nature of the incident, the frequency of the violation, and the employee’s overall work record to determine the appropriate level of discipline
A corrective process of progressive discipline is generally used but there are various factors that should be considered which may result in increased or decreased sanctions.
Some violations could be of such a serious nature that disciplinary action could lead directly to written warning or discharge. Action plans can be used to assist employees reach improved performance either during the pre-disciplinary stage or after discipline.
These steps will assist the manager in determining the appropriate things to think about and the steps to take prior to discipline.
Timing Guidelines for Performance & Attendance
Your next step is to review the following guidelines. Click here to review the timing guidelines for performance and attendance.