Documentation of employee discipline is important for three main reasons: to confirm objectively what did or did not occur, to allow for review and reconsideration of events, and to ensure consistency in disciplinary actions. Discipline should be documented regularly using notebooks, calendars, or journals, and should include details of conversations, training, counseling sessions, good and poor performance, customer complaints, and formal disciplinary actions. The FOSA+ system provides a framework for documenting discipline, with sections for facts, objectives, solutions, actions, and positive efforts to help the employee. Proper documentation involves objectively stating factual details without accusations, gathering the perspectives of all involved parties, analyzing the facts, and ensuring consistency in disciplinary decisions. Meetings
The Importance of Accurately Documenting Employee Performance and BehaviorConference Panel
Documenting employee behavior, performance, and discipline is an essential task for any manager or HR professional. Proper documentation is critical for protecting both the organization and the employee, and it can also serve as a valuable tool for identifying areas for improvement and for making informed decisions about promotions, bonuses, and terminations.
To help ensure that your documentation is accurate, effective, and legally defensible, here are some do's and don'ts to keep in mind:
Do:
Document everything in writing: When it comes to documenting employee behavior, performance, and discipline, it is crucial to have everything in writing. This includes any conversations, feedback, or disciplinary actions you take.
Be specific and objective: Your documentation should be clear, specific, and objective. Avoid using vague or general statements, and stick to the facts.
Use concrete examples: To support your documentation, use concrete examples of the employee's behavior, actions, or performance. This will help to provide a clear picture of the situation.
Keep the documentation current: Make sure to document events as soon as they happen, while they are fresh in your mind. Waiting too long to document an event can result in inaccurate or incomplete information.
Communicate with the employee: Be open and honest with the employee about your documentation. Let them know why you are documenting their behavior or performance and what they can do to improve.
Don't:
Use subjective language: Avoid using subjective language in your documentation. This includes words like "difficult," "lazy," or "uncooperative." Instead, stick to objective descriptions of the employee's behavior or performance.
Rely on memory: It is essential to document everything in writing, rather than relying on memory. This can help to ensure that your documentation is accurate and complete.
Assume anything: Don't make assumptions about the employee's behavior or performance. Stick to the facts and the specific incidents that you have witnessed.
Use overly harsh language: Avoid using overly harsh or punitive language in your documentation. Stick to neutral language that accurately reflects the situation.
Ignore legal considerations: Make sure to be aware of any legal considerations when documenting employee behavior, performance, or discipline. This includes avoiding discriminatory language and following any company policies or legal requirements.
In summary, documenting employee behavior, performance, and discipline is an essential part of any manager or HR professional's job. By following these do's and don'ts, you can ensure that your documentation is accurate, effective, and legally defensible.
Register Now, https://conferencepanel.com/conference/do-s-and-don-ts-of-documenting-employee-behavior-performance-and-discipline
Understanding the Disciplinary Action ProcessG&A Partners
Presented by – Monica Tovar, PHR, HR Advisor G&A Partners
The Disciplinary Action Process is a critical part of employee relations and is also an important communication tool. While it can be an effective strategy to modify unacceptable behavior or improve performance, it is also complex and requires expertise.
In this webinar, you will learn to discipline employees through verbal and written form. After this session, you will also be able to create an employee improvement plan to achieve desired results and get back on track to a successful and productive employee experience.
>>https://workexcel.convertri.com/see-all-14-skills
Even more details on New Supervisor Training: https://workexcel.convertri.com/14-vital-skills-for-supervisors -
This New Supervisor Training PowerPoint helps new supervisors or seasoned supervisors who need additional help to lead employees better, reduce risk to the organization, reduce their stress, and accelerate their skills to improve productivity, reduce conflicts, reduce grievances, and increase workplace harmony. It's all about relationships with supervisors....and it's all about leadership in those relationships, but you can't count on supervisory staff knowing what to say, how to say it, what to do, and how to do it. This program does that. It is stuffed with a zillion tips and we cut out all the fluff. You get all meat and potatoes, now hot air. We created this program to take any supervisor and in two hours pack their brain with skills and abilities like a sardine can---and then leave them with the ability to return to it 24 hours a day to get the answer to supervisory questions the need answered right now. This new supervisor training program goes the extra mail. It covers observing performance, documenting, confronting, communicating properly with upper management, reducing risk of violence in the workplace, doing investigations properly, praising and inspiring employees, and much more. Enjoy this skill #8 and feel free to remove the tags in it or edit the content to suit your purposes. New Supervisor Training PowerPoint help is now easily done. Please contact us if we can help you in anyway. Many other new supervisor training programs and courses are available. One of the most overlooked groups, with regards to training, is old supervisors. There are many new supervisor training programs, but few for seasoned supervisors. This can be a real disadvantage for a business and also for the experienced supervisor. The business world is constantly changing and everyone old and new needs to keep up with their training. Sections of new supervisor training may be totally new to even a seasoned supervisor and they can benefit by learning these new skills. Technology has made so many improvements in how we work and how we supervise that it is imperative that all supervisors are trained in these techniques. Laws and regulations are also constantly changing and sometimes old supervisors get lost in the past and training can help to bring them up to speed with the way laws and regulations are today. But nothing is more important the communication and relationship skills. These soft skills or rather a lack of them are what increase risk to organizations. With this new set of training courses both new supervisors and older supervisors will become champions of productivity.
The Importance of Accurately Documenting Employee Performance and BehaviorConference Panel
Documenting employee behavior, performance, and discipline is an essential task for any manager or HR professional. Proper documentation is critical for protecting both the organization and the employee, and it can also serve as a valuable tool for identifying areas for improvement and for making informed decisions about promotions, bonuses, and terminations.
To help ensure that your documentation is accurate, effective, and legally defensible, here are some do's and don'ts to keep in mind:
Do:
Document everything in writing: When it comes to documenting employee behavior, performance, and discipline, it is crucial to have everything in writing. This includes any conversations, feedback, or disciplinary actions you take.
Be specific and objective: Your documentation should be clear, specific, and objective. Avoid using vague or general statements, and stick to the facts.
Use concrete examples: To support your documentation, use concrete examples of the employee's behavior, actions, or performance. This will help to provide a clear picture of the situation.
Keep the documentation current: Make sure to document events as soon as they happen, while they are fresh in your mind. Waiting too long to document an event can result in inaccurate or incomplete information.
Communicate with the employee: Be open and honest with the employee about your documentation. Let them know why you are documenting their behavior or performance and what they can do to improve.
Don't:
Use subjective language: Avoid using subjective language in your documentation. This includes words like "difficult," "lazy," or "uncooperative." Instead, stick to objective descriptions of the employee's behavior or performance.
Rely on memory: It is essential to document everything in writing, rather than relying on memory. This can help to ensure that your documentation is accurate and complete.
Assume anything: Don't make assumptions about the employee's behavior or performance. Stick to the facts and the specific incidents that you have witnessed.
Use overly harsh language: Avoid using overly harsh or punitive language in your documentation. Stick to neutral language that accurately reflects the situation.
Ignore legal considerations: Make sure to be aware of any legal considerations when documenting employee behavior, performance, or discipline. This includes avoiding discriminatory language and following any company policies or legal requirements.
In summary, documenting employee behavior, performance, and discipline is an essential part of any manager or HR professional's job. By following these do's and don'ts, you can ensure that your documentation is accurate, effective, and legally defensible.
Register Now, https://conferencepanel.com/conference/do-s-and-don-ts-of-documenting-employee-behavior-performance-and-discipline
Understanding the Disciplinary Action ProcessG&A Partners
Presented by – Monica Tovar, PHR, HR Advisor G&A Partners
The Disciplinary Action Process is a critical part of employee relations and is also an important communication tool. While it can be an effective strategy to modify unacceptable behavior or improve performance, it is also complex and requires expertise.
In this webinar, you will learn to discipline employees through verbal and written form. After this session, you will also be able to create an employee improvement plan to achieve desired results and get back on track to a successful and productive employee experience.
>>https://workexcel.convertri.com/see-all-14-skills
Even more details on New Supervisor Training: https://workexcel.convertri.com/14-vital-skills-for-supervisors -
This New Supervisor Training PowerPoint helps new supervisors or seasoned supervisors who need additional help to lead employees better, reduce risk to the organization, reduce their stress, and accelerate their skills to improve productivity, reduce conflicts, reduce grievances, and increase workplace harmony. It's all about relationships with supervisors....and it's all about leadership in those relationships, but you can't count on supervisory staff knowing what to say, how to say it, what to do, and how to do it. This program does that. It is stuffed with a zillion tips and we cut out all the fluff. You get all meat and potatoes, now hot air. We created this program to take any supervisor and in two hours pack their brain with skills and abilities like a sardine can---and then leave them with the ability to return to it 24 hours a day to get the answer to supervisory questions the need answered right now. This new supervisor training program goes the extra mail. It covers observing performance, documenting, confronting, communicating properly with upper management, reducing risk of violence in the workplace, doing investigations properly, praising and inspiring employees, and much more. Enjoy this skill #8 and feel free to remove the tags in it or edit the content to suit your purposes. New Supervisor Training PowerPoint help is now easily done. Please contact us if we can help you in anyway. Many other new supervisor training programs and courses are available. One of the most overlooked groups, with regards to training, is old supervisors. There are many new supervisor training programs, but few for seasoned supervisors. This can be a real disadvantage for a business and also for the experienced supervisor. The business world is constantly changing and everyone old and new needs to keep up with their training. Sections of new supervisor training may be totally new to even a seasoned supervisor and they can benefit by learning these new skills. Technology has made so many improvements in how we work and how we supervise that it is imperative that all supervisors are trained in these techniques. Laws and regulations are also constantly changing and sometimes old supervisors get lost in the past and training can help to bring them up to speed with the way laws and regulations are today. But nothing is more important the communication and relationship skills. These soft skills or rather a lack of them are what increase risk to organizations. With this new set of training courses both new supervisors and older supervisors will become champions of productivity.
Managing Poor performance in workplace. Understanding the various types of performers in the organisation and managing them with care will ensure high level of protection from all legal consequences. We are introducing a new concept ECONO way of performance management that will ensure high level of compliance with Australian Fairwork act requirements of performance management and termination process.
Performance review training for managersHelen Joseph
Great managers aren’t born; they’re made. Many new managers need help communicating effectively with employees, giving feedback and taking on a leadership role.
Performance management training always focuses on teaching managers how to accomplish or facilitate work through others, and how to direct and develop their employees.
Best Practices for Behaviour-Based InterviewingMarina Dawson
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
Human Resources Performance Management Metrics PowerPoint Presentation Slides SlideTeam
Looking to take up your HR performance metrics PowerPoint show to next level? Just check out our readymade deck Human Resources Performance Management Metrics PowerPoint Presentation Slides with 61 slides precisely showcase the data. Our Human Resources Performance Management Metrics PPT presentation supports to underline the important aspects related to HR performance metrics like performance review the role of HR, metrics model, most common HR metrics, employee turnover, profit per employee, revenue per employee, revenue-cost per employee comparison, workforce diversity by gender, staff with professional qualification, competency rating and many more such designs examples. With help of our PowerPoint presentation deck HR teams and managers can easily present the content and reports to the target management. Furthermore, using this visually impactful PPT slide sample, you can brief employees about employee absence schedule, employee absenteeism, employee attendance tracker, performance review scoring, training hours per employee etc. Above all, exclusive presentation slides like employee satisfaction, staff engagement model, David Zinger or Aon Hewitt employee engagement, HR Dashboard etc. are included to touch all aspects of a brilliant human resources PPT presentation. So, what’s holding you back? Click and download our readymade Human Resources Performance Management Metrics Presentation sample and show your PowerPoint skills. Enlighten folks on baseless intolerance with our Human Resources Performance Management Metrics PowerPoint Presentation Slides. Condemn any acts of bigotry.
Managing Poor performance in workplace. Understanding the various types of performers in the organisation and managing them with care will ensure high level of protection from all legal consequences. We are introducing a new concept ECONO way of performance management that will ensure high level of compliance with Australian Fairwork act requirements of performance management and termination process.
Performance review training for managersHelen Joseph
Great managers aren’t born; they’re made. Many new managers need help communicating effectively with employees, giving feedback and taking on a leadership role.
Performance management training always focuses on teaching managers how to accomplish or facilitate work through others, and how to direct and develop their employees.
Best Practices for Behaviour-Based InterviewingMarina Dawson
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
Human Resources Performance Management Metrics PowerPoint Presentation Slides SlideTeam
Looking to take up your HR performance metrics PowerPoint show to next level? Just check out our readymade deck Human Resources Performance Management Metrics PowerPoint Presentation Slides with 61 slides precisely showcase the data. Our Human Resources Performance Management Metrics PPT presentation supports to underline the important aspects related to HR performance metrics like performance review the role of HR, metrics model, most common HR metrics, employee turnover, profit per employee, revenue per employee, revenue-cost per employee comparison, workforce diversity by gender, staff with professional qualification, competency rating and many more such designs examples. With help of our PowerPoint presentation deck HR teams and managers can easily present the content and reports to the target management. Furthermore, using this visually impactful PPT slide sample, you can brief employees about employee absence schedule, employee absenteeism, employee attendance tracker, performance review scoring, training hours per employee etc. Above all, exclusive presentation slides like employee satisfaction, staff engagement model, David Zinger or Aon Hewitt employee engagement, HR Dashboard etc. are included to touch all aspects of a brilliant human resources PPT presentation. So, what’s holding you back? Click and download our readymade Human Resources Performance Management Metrics Presentation sample and show your PowerPoint skills. Enlighten folks on baseless intolerance with our Human Resources Performance Management Metrics PowerPoint Presentation Slides. Condemn any acts of bigotry.
Initially presented in 2005
Management training session to make sure that they manage performance issues competently and fairly and without incurring unnecessary cost.
Managers will be able to differentiate between a poor and a satisfactory performance.
Managers will know how to deal with poor performance.
Managers will recognise the skills needed to deal with performance issues professionally and in a timely manner.
2. Documenting Discipline (pp. 9-11)
Why is documentation so important?
1. To confirm what did/did not occur (legal)
2. Most objective, can review and reconsider
3. Consistency
Why do we use discipline?
Discipline = “To train (a person) to act according to the
expected norm”
3. Documenting Regularly (p. 24)
How should I document?
Notebook/Notepad
Calendar (if electronic mark private)
Journal in Outlook
What should I document regularly
Conversations about work assignments
Training
Informal counseling or coaching sessions
Good work and kudos
Customer complaints and compliments
Disciplinary actions (Progressive Discipline)
4. FOSA+ System
(pp. 8-9)
F Facts to define the problem.
O Objectives that explain to the employee how to resolve
the problem
S Solutions that can help the employee reach the
objectives
A Actions you will take if the problem is not corrected
+ Plus your overall efforts to help the employee succeed
5. Step 1: Facts (FOSA+)
(pp.33-35)
Avoid Subjectivity & Conclusions
Remove the accusation
The 5 W’s
What happened
When it happened
Where it happened
Who was involved
Why it happened
6. Step 1: Facts (FOSA+) (pp.
36-38)
Use your five senses
“I saw…”
“I heard…”
“I touched…”
“I smelled…”
“I tasted…”
7. Step 1: Facts (FOSA+)
(pp. 39-41)
Third Party Observations
Be careful
Confront the individual with
the information
Use Witnesses with
factual information
Use techniques from
previous slides
8. What not to write…
These individual quotes were reportedly taken from actual employee
performance evaluations in a large US Corporation.
"Since my last report, this employee has reached rock bottom.....and has
started to dig."
"I would not allow this employee to breed.“
"This employee is really not so much of a 'has-been', but more of a definite 'won't be'."
"Works well when under constant supervision and cornered like a rat in a trap."
"When she opens her mouth, it seems that it is only to change feet."
"He sets low personal standards and then consistently fails to achieve them."
"This employee is depriving a village somewhere of an idiot."
"This employee should go far...and the sooner he starts the better."
9. Step 1: Facts (FOSA+) (pp. 76-
77)
Gather the accused employee’s perspective on the
situation if it is a third party claim
1. Approach using the techniques described
○ Five senses
○ Facts
2. LISTEN
○ This will likely be a shock to the employee
○ Assure them you are only investigating, not accusing
○ Take notes and read them back to the employee (Why?)
Another good approach is copy your notes from that conversation
10. Step 1: Facts (FOSA+)
(pp. 76-77)
Objectively analyze all the
facts
Ensures your information is complete
Ensures you are proceeding in a fair
objective manner
Opportunity to compare situation to other
disciplinary actions for consistency
Have a third party review your
conclusions (VP or HR)
11. DECISION POINT
Facts Collected
Documented effectively
Analyzed
Reviewed (with VP or HR)
Decide appropriate discipline
- Training
- Counseling
- Verbal warning
- Written warning
- Final written warning
- Termination
12. Step 2: Objectives (FOSA+)
(pp. 44-51)
When writing think:
Specific
Positive
Required
Complete
Achievable
Performance Objectives
Give the employee a specific behavior pattern to follow
OR
Set specific result for the employee to achieve
13. Step 3: Solutions (FOSA+)
(pp. 51-53)
“Offering an employee solutions to help
him or her resolve a problem is one of
the most important steps you can take.”
Solutions don’t have to be elaborate,
just effective.
14. Step 4: Action (FOSA+) (pp. 54-
56)
What must be communicated in “Action”?
1. The specific action you are taking now and
scheduled follow-up
e.g.
- Training
- Counseling
- Verbal warning
- Written warning
- Final written warning
- Termination
2. The action you will take if the employee’s
behavior falls short of the objectives.
15. Step 5: Plus (FOSA+) (pp. 57-
59)
Stay positive and work as a coach
Communicate that this is to help not hinder.
Remember definition of discipline
This is not punitive
We are communicating the need to change
If Actions are not met, you defined the consequences in Step 4
(Actions)
16. Progressive Discipline
(p. 60)
Training
Counseling
Verbal Warning
Written Warning
Final-Written Warning
Termination
Steps are subject to being skipped at discretion of VP and HR
Consistency = Managing similar situations the same
e.g. gross misconduct
17. NDUS HR Policy 25:
Job Discipline/Dismissal
If the Progressive Discipline results in the following
consequences:
Dismissal from employment
Suspension without pay
Demotion to a lower pay rate
Adhere to requirements set forth in NDUS HR
Policy 25
18. Meeting with the Employee
Step 1: Preparation
Video of a poor review (Click Here)
Be thoroughly prepared (over-prepared)
Documentation
Policies
Etc.
Make sure your facts are accurate
Ask HR and/or another manager to be present
Why?
Prepare a written FOSA+ Summary as documentation for the
file
Add signature lines
19. Meeting with the Employee
Step 2: The Meeting
1. Tell the employee why you are meeting
2. Emphasize the “+” - Plus
Here to make aware and help
3. Explain the “F” - Facts
Allow the employee to ask questions
Do not argue facts
If an unknown fact presents itself that raises doubt, put the process on hold
immediately
Ensure the employee understands the purpose and facts
Example Video of miscommunication in the meeting (Click Here)
4. State your “O” - Objectives
20. Meeting with the Employee
Step 2: The Meeting
5. Ask the employee for their suggestions on
how to improve.
They will likely match, which is good
Why?
6. State your “S” – Solutions
7. Summarize with your “A” – Actions
8. Sign and Date the form for the file
Signature acknowledges the information was shared, not that
they agree
21. Meeting with the Employee
Step 3: Follow-up
Schedule regular follow-ups
i.e.
○ Daily
○ Weekly
○ Monthly
22. Citations
Deblieux, Mike. Documenting Discipline. Virginia Beach:
Coastal Training Technologies Corp., 1995.