Page History
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Level | What | Who | Corrective Action | Documentation |
|---|---|---|---|---|
| 1 | The employee 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 Performance | Supervisor |
| 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 |
| Action Plan is maintained by Supervisor in informal staff working file until complete; once the 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 |
| Standards Standard of Performance is maintained by Supervisor with support from Program Leader; placed in Reliant Employee File |
4 | Employee exhausts all notices in the Standards of Performance -OR- Employee commits a dischargeable offense | Supervisor, Program Lead & HR Compliance OfficerDirector |
| 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 Director for further assistance.
| Level | Examples |
|---|---|
| 1 |
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| 2 |
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| 3 |
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| 4 |
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- 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 securely. (See Employee Files & Confidentiality.)
- In most situations, to respect the privacy of all parties involved, 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 OfficerDirector. 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 Director if you want to share the information beyond a leadership group.
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