Page History

• Provide coaching and counsel to employee
• Make notes that include a description of the behavior or incident, conversations or coaching provided to employee, employee’s input, and planned steps to address the issue

Notes are maintained by Supervisor* in informal staff working file -should not go in Reliant Employee File

All notes must include only objective and observable behavior. The notes should not have an any personal opinions or commentary .by the supervisor

Performance issue has not resolved or employee has continued to violate the Code of Conduct after Level 1 action

-OR-

The violation of the Code of Conduct is more severe

Supervisor & Program Lead

• Provide coaching and counsel to employee
• Continue to make notes in informal file
• Complete an Action Plan with employee
• Follow up on plan as needed

Action Plan is maintained by Supervisor in informal staff working file until complete; once plan is completed, send to Program Lead to place in Reliant Employee File

Action Plan is not completed satisfactorily

-OR-

The violation of the Code of Conduct is very severe but does not warrant immediate termination

Supervisor & Program Lead

• Provide coaching and counsel to employee
• Continue to make notes in informal file
• Work with Program Lead (consult with HR Compliance Officer if needed) on Standards of Performance (SOP)
• Follow up as needed

Standards of Performance is maintained by Supervisor with support from Program Leader; placed in Reliant Employee File

Employee exhausts all notices in the Standards of Performance

-OR-

Employee commits dischargeable offense

Supervisor, Program Lead & HR Compliance Officer

• Continue to make notes in informal file - turn over to HR Compliance Officer
• Work with Program Lead and HR Compliance Officer to exit employee

Any Action Plans or SOPs with appropriate documentation or a summary of dischargeable offense is placed in Employee File; documentation of any additional notes about discussions or counseling should be added to Employee File