CULTURECORE VALUES PERSONALITY FUTURE

CULTURECORE VALUES PERSONALITY FUTURE

Performance Management & Corrective Discipline

CULTURECORE VALUES PERSONALITY FUTURE

Objective

The objective of this training is to provide effective performance management guiding principles to supervisors and managers

that lead to high performance teams

CULTURECORE VALUES PERSONALITY FUTURE

Agenda

1. Performance management2. Setting expectations3. Common perform deficiencies4. Counseling5. Choosing the path6. Corrective discipline7. PIP8. Best practices

CULTURECORE VALUES PERSONALITY FUTURE

Performance Management

The job related activities expected of a worker and how well those activities were executed

CULTURECORE VALUES PERSONALITY FUTURE

Setting Performance Expectations

• Department role in company’s overall strategic plan

• Individual goals and objectives

• Communicating individual’s key responsibilities and expectations

• What does success look like?

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What does our handbook say?

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Common Deficiencies

Tardiness

Sick again?Fights

with

peers

Missed

deadlines

Did not meet sales

goals

Bad audit scoresSleeping

on the

job

CULTURECORE VALUES PERSONALITY FUTURE

Counseling

1.The act of exchanging opinions and ideas; consultation2.Advice or guidance, especially as solicited from a knowledgeable person.3.The act of providing guidance

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Deciding the Path

Performance

Counseling

PIP/documented action

Transition/ change

Misconduct

• Counseling

• Documented disc action

• Discharge

CULTURECORE VALUES PERSONALITY FUTURE

Behavior Management

Performance/ Behavior Identified

Is the issue a skill

deficiency

Yes PIP

No Corrective Discipline

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Corrective Discipline

Progressive discipline1.Regular feedback documented (e-mails, memos, etc.)2.Documented verbal warning3.Documented written warning4.Documented final warning5.Suspension (as appropriate)6.Dismissal

Partner with HR for suggestions and Recommendations regarding the strategy and

appropriate process to follow

CULTURECORE VALUES PERSONALITY FUTURE

What is the offense??

Minor Offenses Major offenses Suspension Discharge

• Operation’s jeopardy

• Safety /health hazard

• Loss of revenue• Expense to the

company• Past offenses

Verbal/written warning

• Substantial violation

• Interference with operations

• Health/safety hazard

• Affect on morale• Affect on

productivity• Past offenses

Written warning/Dischar

ge

• Substantial violation

• Interference with operations

• Health / safety hazard

• Investigation is needed

Suspension with or without pay

• Substantial violation

• Past offenses• Repetitive

violations• Findings on

investigation• Hazard

Is this case documented ??

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Considerations before a corrective discussion

•Do you have all the facts? Ask questions. Give the team member an opportunity to explain•Were expectations properly communicated to the team member? If the infraction is repetitive, has the team member been counseled properly and aware of the policies?•Has the case been properly documented?

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Corrective Discipline Form

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Performance Improvement Plan - PIP

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Performance Discussions

• Prepare and practice• Schedule the discussion whenever possible and appropriate• Choose the right location, in private and with witnesses as

needed. Be constructive. • Be professional, stay focused on the issue, not the person• Don’t make it personal• Be brief and to the point• Re-set expectations• Do not negotiate standards

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Best Practices• Set the right expectations• Communicate and provide feedback on a regular basis• Recognize and reinforce positive behaviors and accomplishments• Document conversations, incidents and feedback discussions• Be proactive• Be consistent• Don’t set precedents• Partner with HR• Model our Prism core values• Follow up with the employee

CULTURECORE VALUES PERSONALITY FUTURE