Performance counseling.pptx

Counseling Skill

1. Performance Counseling

2. Performance Counseling Employees are expected to meet performance expectations and to conduct themselves appropriately and professionally. When an employee’s performance does not meet the expectations or requirements of the job, or an employee’s conduct interferes with the orderly and efficient operation of the company or otherwise has a negative impact, the company may take corrective (including disciplinary) action.

3. Align with the org goals Aligns work with mission and organizational goals Communicates the major work to be accomplished Sets a baseline for successful performance Helps to measure work Forms the basis for ratings Helps employees see how their performance contributes to organizational results

4. Smart Performance Objectives are.. Specific Measureable Achievable Relevant Time bound

5. Performance Counseling Performance or conduct concerns can become evident in a variety of ways. Examples of performance or conduct for which corrective action may be necessary include, but are not limited to: Failure to maintain the requisite knowledge, skills and demonstrated ability to perform the job Excessive tardiness or absenteeism Failure to exercise good judgment Failure to  promptly report any known or alleged violations of laws, regulations or university policies to appropriate university officials. Failure to abide by or comply with university and departmental policies and procedures Threatening, hostile, violent, or disruptive behavior Damage, destruction, theft, or abuse of university property Dishonest or criminal conduct Unauthorized use or possession of alcoholic beverages or being at work under the influence of alcohol or substances

6. Performance Counseling Managers are encouraged to provide real time verbal feedback to employees with respect to job performance, and should not wait to do so until the annual performance review. Managers may provide such feedback without first consulting with the HR representative. W hen a manager recognizes the need to address more formally a work performance or conduct concern, he or she should  consult Human Resource Management and Development  to: Review the concern Determine whether performance counseling and corrective action is merited Create a factual document outlining the areas of concern 

7. Performance Counseling Managers may provide such feedback without first consulting with the HR representative. W hen a manager recognizes the need to address more formally a work performance or conduct concern, he or she should  consult Human Resource Management and Development  to: Review the concern Determine whether performance counseling and corrective action is merited Create a factual document outlining the areas of concern 

8. Performance Counseling Pre Disciplinary Counselling Grievances Interview