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If behavior does not improve, corrective action may be necessary.  If you have provided the expectation, given opportunity for the behavior to be corrected and the behavior continues, it may be necessary to give corrective actions.  Listed below are some guidelines to follow as well as an explanation of the Employee Warning Notice (Appendix C5). 

The level of action taken will depend on severity, impact and frequency of correction.  Reliant does not follow a progressive discipline policy meaning that we do not have to proceed step-by-step.  Depending on the issue, a final warning may be given first if there is sufficient reason.  All warnings, whether verbal or written, should first be discussed with MR prior to being given to the employee and a final copy provided to MR for the Employee file.

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A well written performance appraisal is important for many reasons.  The annual review provides a summary of the staff member’s performance over the previous year.   (See Appendix C1) There should be no surprises on an annual review – the review is simply a documented summary of things that have been shared with the staff member throughout the year.

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It is important to write specific examples on the evaluation that support your rating but it is especially important if you are scoring a missionary/pastor below a 3 or higher than a 4.  If they are not meeting expectations, they need to understand why, and if they are exceeding, it is important for consistency with other staff and for specific encouragement that they understand WHAT they are doing well.  (For examples, see Appendix C2)

Here are some descriptions of what each score on the scale might mean:

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