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.
Required Consultation With Human Resources
Supervisors must consult the Department of Human Resources regarding proposed preventative or corrective disciplinary matters involving suspension or termination. In cases involving less severe forms of discipline, supervisors must contact the Department of Human Resources for consultation prior to action.
Additional Training Available
Manager Orientation classes are available to help supervisors become more familiar with performance management tools and the process of Corrective Action. The Employee Relations Essentials class examine the Corrective Action process in detail. The Employee Relations team is also available to help answer questions and consult with managers seeking to promote excellent performance or manage existing performance issues.