Corrective Action should be used to correct or improve work performance which is inconsistent with established requirements; prevent recurrence of unacceptable performance or conduct; protect the interests of the University.
- To obtain individual commitment to departmental goals and respect for other employees
- To focus on the problem needing correction
- To make the individual responsible for correction of his or her performance problems with supervisory assistance
- To treat employees as adults and maintain open, constructive relationships
- To emphasize the use of early problem identifications and coaching to correct problems
Corrective discipline should be timely and consistent and should not be punitive or administered in haste or in anger.
All communications with employees regarding disciplinary matters should clearly identify the issues of concern. Employees must be made aware of any information concerning discipline which is placed in their Human Resources or departmental files. Below is a template that a manager should follow in developing documentation to be given to the employee.