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Rejoice always, pray continually, give thanks in all circumstances; for this is God’s will for you in Christ Jesus.

-1 Thessalonians 5:12-18

Contents

Table of Contents
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Corrective Action Grid

Level

What

Who

Corrective Action

Documentation

1Employee has a performance issue or has committed a minor violation of the Code of Conduct; the behavior does not yet require an Action Plan or Standards of PerformanceSupervisor
  • Provide coaching and counsel to employee
  • Make notes that include an objective 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 any personal opinions or commentary by the supervisor (see Documentation Best Practices)

2

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

-OR-

The violation of the Code of Conduct is more severe

-OR-

The employee violated one of the policies contained in the Standards of Conduct

Supervisor & Program Lead

  • Provide coaching and counsel to employee
  • Continue to make notes in staff working 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

3

Action Plan is not completed satisfactorily

-OR-

The violation of the Code of Conduct or a policy within the Standards 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 staff working file
  • Work with Program Lead (consult with HR Compliance Officer if needed) on Standards of Performance (SOP)
  • Should Central always sign off on SOP?
  • Follow up as needed

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

4

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 staff working 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; all documentation of discussions, counseling, or other actions will be added to Employee File

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The below chart is meant to be used only for guidance to determine what steps to take in the Corrective Action process. Please consult with your Program Lead or the HR Compliance Officer for further assistance.

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  • Seek to find a loving balance between accountability and grace when addressing employee issues.
  • When counseling the employee, discuss what the root issue may be that is leading to the poor performance or violation of Code of Conduct; however avoid assumptions and do not document any details beyond what is observable and objective in staff working file.
  • To determine level, consider if the cause was a lack of skill/knowledge or a behavior issue.
  • When coaching, always make sure that the employee is aware of the consequences of continued low performance or additional violations.

Additional Resources

Managing Poor Performance from the Work Biblically Blog

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