Supervisors and managers are charged with the responsibility of organizing, directing and controlling the work of their employees. One of the most difficult tasks for any supervisor is to administer discipline. An employee may be disciplined for a job performance that is consistently below department standards, infractions of policies or procedures, or misconduct.
Effective feedback that addresses behavior and performance issues should be clear, consistent, and documented. To accomplish this, have a plan ready that can address infractions. Set your team members for success before any discipline issues arise by establishing practices to ensure your direct reports are aware of the performance expectations of their job, and by providing feedback on a regular basis. Use the Performance Improvement Plan (.doc) forms to guide conversations about concerns, and document of your efforts to address infractions and performance issues. This documentation can assist you and the Human Resources department if you need to pursue formal processes.
If you manage an Academic Professional employee whose work performance is unsatisfactory, you should attempt to improve the employee’s performance by providing feedback and outlining desired changes. First, describe observed actions or behaviors that are positive as well as negative. For each negative action or behavior, explain what specific changes the employee can make to reach a satisfactory performance level. If possible, direct the employee to available resources (e.g. training courses, articles, books). If the employee demonstrates the necessary changes, provide positive feedback and recognition.
If attempts to coach an employee do not result in a change and unsatisfactory performance persists, it may be appropriate to initiate the process for issuing a terminal contract.
Check the calendar at right to see if any relevant courses are scheduled in the immediate future.