Manager Resources: Workplace Conduct
Civil Service

‹ Overview | Academic Professional ›

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.

The primary purpose of pursuing the formal counseling and discipline process is to correct an employee’s behavior. This process follows HR1000 - Counseling and Discipline policies. The focus of this process is on correction and promoting effective operations, not to serve as punishment for wrongdoing.

UIC HR Labor and Employee Relations is responsible for coordinating the disciplinary process, and its officers may act as an “ombudsman” in resolving differences between an employee, supervisor, and, in some circumstances, a union steward. Labor contracts negotiated by UIC may contain stipulations and requirements to UIC policies and rules.

Resources

Organizational Links

UIC HR Labor and Employee Relations provides services in the areas of labor/management relations, counseling, and support to managers and employees

Policy and Procedures

University of Illinois Policy and Rules for Civil Service Staff provides workplace conduct requirements

Policy 16 Conduct and Discipline outlines the disciplinary process to follow for civil service employees

SkillSoft Courses

Handling Difficult Conversations Effectively Effective managers know that the ultimate goal of difficult conversations is to produce positive outcomes. This course identifies the common challenges of difficult conversations and strategies that can be used to handle them. Ways to keep the conversation on track, manage your emotions, and progress the conversation to produce positive outcomes.

Having a Difficult Conversation It’s up to the manager to turn a difficult conversation into a positive experience. This course explains the methods that can be used to have successful difficult conversations. It explores how to share perspectives, find mutual understanding, and work with the subject to design an action plan.