Page History
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Level | What | Who | Corrective Action | Documentation |
---|---|---|---|---|
1 | 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 an personal opinions or commentary. |
2 | 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 |
| 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 is very severe but does not warrant immediate termination | Supervisor & Program Lead |
| Standards 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 dischargeable offense | Supervisor, Program Lead & HR Compliance Officer |
| Any Action Plans or SOPs with appropriate documentation or a summary of dischargeable offense is placed in Employee File; all other notes are placed in a informal staff working file. documentation of any additional notes about discussions or counseling should be added to Employee File |
*In some situations, the Program Lead may act as the Supervisor.
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