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Now we ask you, brothers and sisters, to acknowledge those who work hard among you, who care for you in the Lord and who admonish you. Hold them in the highest regard in love because of their work. Live in peace with each other. And we urge you, brothers and sisters, warn those who are idle and disruptive, encourage the disheartened, help the weak, be patient with everyone. Make sure that nobody pays back wrong for wrong, but always strive to do what is good for each other and for everyone else.
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
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Corrective Action Grid
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 any personal opinions or commentary by the supervisor |
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 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 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 |
| 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 |
*In some situations, the Program Lead may act as the Supervisor.
Action Levels
The below chart is meant to be used 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.
| Level | Examples |
|---|---|
| 1 |
|
| 2 |
|
| 3 |
|
| 4 |
|
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 way. (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.
Things to keep in mind
- 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.
Resources
Managing Poor Performance from the Work Biblically Blog
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