Frequently Asked Questions: Performance Improvement/Discipline
This list of Frequently Asked Questions refers to Policy 621 in the Human Resources Policy Manual.
FAQ for Employees
FAQ: Performance Improvement/Discipline - Employees
An oral warning is the initial step in the application of progressive discipline. Your supervisor should meet with you to discuss your performance or conduct on a regular basis. Unsatisfactory performance or misconduct should be noted and brought to your attention in a timely manner. The supervisor should also outline for you the appropriate corrective action.
Any stage of the progressive discipline process is to be taken seriously. Failure to correct the unsatisfactory performance or misconduct may result in further disciplinary action, up to and including termination of employment. However, this oral warning is the first step in the process. It should be a "wake-up" call to you that corrective action is needed.
A staff member may request counseling with a Staff and Labor Relations Specialist concerning the problem(s) with performance or conduct. Also, the University has a Workplace Issue Resolution Program. The Program focuses on providing the parties involved with a set of flexible options that allow the parties to choose a method or methods to assist in resolving their dispute with the least amount of disruption to the underlying work relationship. Additionally, the Program provides an opportunity to improve communication between the parties and strengthen the work relationship.
If you are interested in using the Workplace Issue Resolution Program, contact Staff and Labor Relations at 898-6093.
FAQ for Supervisors
FAQ: Performance Improvement/Discipline - Supervisors
A Staff and Labor Relations Specialist is available to consult with staff members and supervisors at any stage of the progressive disciplinary process. However, when it is apparent that a written warning is warranted, it is imperative for the supervisor to consult with a Staff and Labor Relations Specialist to find out how to initiate the warning and subsequent discussion.
It is a good idea for supervisors to consult with their Staff Relations Specialist as soon as a performance problem is identified, even before discipline is necessary.
The length of the probation period should be determined in consultation with a Staff and Labor Relations Specialist. The length of the probationary period depends on such factors as:
- Nature and scope of behavior/performance to be improved
- Work Cycle
- Amount of time needed to fully observe staff member's performance