Page History
...
Confidentiality
- All documentation, including notes, Action Plans, and Standards of Performance, should be kept confidential. Copies can be kept digitally or in hard copy but must be saved in a secure waysecurely. (See Employee Files & Confidentiality.)
- In order to respect the privacy of all parties involved, in most situations, details of Corrective Actions should only be shared with the staff member's supervisor/leaders, local HR team member (if applicable), the Program Team Leader, and HR Compliance Officer. On the occasion that a larger group either needs to be involved in the action steps or needs to be informed of them, the information should still be shared on a need-to-know basis, and the staff member should be told with whom the details will be shared. It's recommended that you consult with the HR Compliance Officer if you want to share the information beyond a leadership group.
...
- 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 the Code of Conduct; however, avoid assumptions and do not document any details beyond what is observable and objective in the staff working file.
- To determine the 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.
...
