Standard of Performance

A statement or paragraph describing the current situation - Use as objective language as possible. If any policies or the Code of Conduct (Reliant’s or the churches) have been violated, briefly describe what has been violated and how. Keep the description to things that were either in the employee's control or that the employee’s behaviors directly impacted.

The Vision that ministry leadership has for the plan - Example language may include “the goal of this plan is for you to understand better how your communication and actions impact X, Y, and Z, and to apply learned skills to A, B, or C.”

The actual plan - Include any Required Practices that you have. This might include regular counseling and/or coaching by an internal person or an external party, assigned readings, writing assignments (perhaps reflections on readings), routine check-ins with the Supervisor or Leaders, etc. Also, if applicable, include what behavior should stop or change.

Monitoring plan - Describe how you will monitor the plan. For example, someone will meet with the employee weekly, monthly, or at whatever frequency makes sense.

Review and completion - Include the length of the plan (3 months, 6 months, etc.) and what will happen at the completion. For the Completion section, you may state something like this:

This Action Plan will be reviewed on or around MM/DD/YYYY. At that time, Ministry Leadership and your supervisor will determine a next step, which could include but is not limited to,

• Continuation. Maintain the current Standard of Performance until completion.
• Modification. A modified Standard of Performance is needed.
• Final warning. Some or all requirements have not been met, or have not been deemed to be productive to a sufficient level, and additional steps are needed.
• Termination of employment. Requirements are not met, or have not been deemed to be productive to a sufficient level, making continued employment untenable.

Acknowledgment section - At the end, provide a place where the employee can add any comment. Have the employee and supervisor/leader sign the Standard of Performance indicating that they acknowledge the receipt of the Standard of Performance.