D.O.C.U.M.E.N.T.

Question 1

D.O.C.U.M.E.N.T.

Answer 1

D - date and sign
O - outline the critical facts
C - communicate
U - unsatisfactory conduct
M - memorandum
E - expectations
N - next steps
T - time frame

Question 2

D

Answer 2

date and sign the memo. it doesn’t have to be typed but be sure the memo is legible to others

Question 3

O

Answer 3

outline the critical facts - time, date, who was involve, and what work-related policy or practice is involved. answer who what, when, where, why, how; leave out personal comments

Question 4

C

Answer 4

communicate notice of expectations and consequences to the employee involved in a one-on-one counseling session, and have the employee sign and date the memo as documentation that the session occurred

Question 5

U

Answer 5

unsatisfactory conduct - specify what was unsatisfactory about the employee’s conduct and what was expected that the employee do instead, if applicable

Question 6

M

Answer 6

memorandum - memo should go in the employee’s file to document that the employee was on notice, received counseling, and was offered a reasonable time to get his/her performance up to snuff

Question 7

E

Answer 7

expectations - identify everyone’s expectations. what are the expectations at the workplace regarding this situation? what specifically are the employer’s expectations?

Question 8

N

Answer 8

next steps - be clear about the next steps on your part and the employee’s part. tell the employee and write in the memorandum what your future expectations will be. when will you meet again to discuss the topic? what are the consequences if the employee continues to perform in an unsatisfactory manner?

Question 9

T

Answer 9

time frame - give the employee a reasonable time frame to correct his/her performance and reflect the deadline date in the memorandum. be specific about the end-date of the time frame and what the consequences will be if the performance concerns continue beyond that dateline. one week is generally not reasonable, but three weeks might be - it depends on the factual scenario.