EFFECTIVE PERFORMANCE MANAGEMENT
PURPOSE OF PROGRESSIVE DISCIPLINE
Designed to provide a structured
corrective action process to
improve and prevent a recurrence
of undesirable behavior and/or
performance issues.
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BENEFITS OF
PROGRESSIVE DISCIPLINE
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Allow managers to intervene and correct employee behavior
at the first sign of trouble
Enhance communication between managers and employees
Help managers achieve higher performance and productivity
from their employees
Improve employee morale and retention by demonstrating
that there are rewards for good performance and
consequences for poor performance
Avoid expensive replacement costs
Ensure consistency and fairness in dealing with employee
problems, and
Lay the groundwork for fair, legally defensible employment
termination for employees who cannot or will not improve
ESSENTIAL ELEMENTS OF PROGRESSIVE
DISCIPLINE

Disciplinary actions are often overturned completely or reduced to a
lesser level when any of the essential elements of progressive
discipline are missing.

The employee is explicitly informed of the unacceptable behavior or
performance and is given specific work-related examples. It is not
sufficient to assume that the employee knows what the problem is.

Explain acceptable behavior or performance standards and give the
employee reasonable time to comply. This may be a longer time
frame if a skill needs to be learned or a shorter time frame if it is a
behavior to be changed.

The employee is informed of the consequences of failing to comply.
This is not a threat, rather it gives the employee reasonable
expectations of the consequences if change does not occur.
PROGRESSIVE DISCIPLINE PROCESS
Coaching
Verbal
Warning
Written
Warning
(Optional
Step)
Final
Warning/PIP
Suspension
Termination
COACHING
STAGECOACH

Used to transport people from their current place to a
desired destination
COACHING GOALS:
Identify CONCERN
Share EXPERIENCES
Provide FEEDBACK
Offer TOOLS
Establish GOALS
Ensure FOLLOW-UP
DISCIPLINE
PROGRESSIVE DISCIPLINE STEPS
 Steps
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Subject to be Skipped
Verbal Warning
Written Warning
Final Warning/PIP (opyionsl Dyrp)
Suspension
Termination
PROGRESSIVE DISCIPLINE GUIDELINES
PROGRESSIVE DISCIPLINE GUIDELINES (Cont’d)
Consult WITH YOUR HR PARTNER
STATE YOUR RECOMMENDATIONS AND YOUR PRIOR COACHING EFFORTS
DO NOT SKIP THIS STEP IN REGARD TO SUSPENSIONS
AND TERMINATIONS
Issue
DISCIPLINE
DISCIPLINE SHOULD BE PRESENTED BY SUPERVISOR/MANAGER
USE A SECOND MANAGER, WHEN POSSIBLE
VERBAL WARNING
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Seek the input from the employee about the cause of the
problem.
Where possible jointly identify a solution to the problem;
otherwise, identify your desired solution.
Clarify the employee's understanding of your expectations
concerning the situation.
Let the employee know that possible disciplinary action may
follow if the problem is not corrected.
Try to get a commitment from the employee to resolve the
problem.
Schedule follow up with the employee. Provide feedback. Let
the employee know how he/she is progressing on solving the
problem.
WRITTEN WARNING
 The
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written warning will have three parts:
A STATEMENT ABOUT THE PAST, reviewing the
employee's history with respect to the problem.
A STATEMENT ABOUT THE PRESENT, describing
the who, what, when, etc. of the current situation,
including the employee's explanation.
A STATEMENT OF THE FUTURE, describing your
expectations and the consequences of continued
failure.
PIP

Final Step option before Termination
 Issued
to Employees after warnings of performance
and/or conduct issues that have not improved
 Egregious misconduct and performance can likely
begin at this step
 More stern exhibiting the seriousness and
consequence of situation
PERFORMANCE IMPROVEMENT PLAN (PIP)
Designed to facilitate constructive discussion
between a staff member and his or her supervisor
and to clarify the work performance to be
improved.
 The purpose of the activities outlined is to help the
employee to attain the desired level of
performance
 PIP should enable the supervisor and staff
member to communicate with a higher degree of
clarity about specific expectations
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SIX KEY ITEMS FOR REVIEW
State performance to be improved; be specific and cite examples.
State the level of work performance expectation and that it must be
performed on a consistent basis.
Identify and specify the support and resources you will provide to
assist the employee.
Communicate your plan for providing feedback to the employee.
Specify meeting times, with whom and how often. Specify the
measurements you will consider in evaluating progress.
Specify possible consequences if performance standards are not
met.
Provide sources of additional information such as the Employee
Handbook
SUSPENSION
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Suspension Pending Investigation
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Used when a terminable offense has occurred
Timeframe to investigate and decide a final employment decision
of employee
Suspension Guidelines
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After collecting employee statement, Supervisor communicates to
employee
Supervisor collects company property
HR is contacted to conduct a thorough Investigation
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should not exceed 5 business days
Employee Pay
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Paid, if employee returns
Unpaid, if employee is terminated
TERMINATION
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Termination
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When employment ends
Communication

Supervisor Role
States only Company Work Rule Infraction
 States effective date of termination
 Refers employee to HR regarding benefits or further questions
 A second Manager should always be present


HR Role
Terminate employee in system
 Contact Help Desk to terminate system access
 Collect all investigation notes, warning letters, PIPs for personnel file
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