Progressive Discipline

Question 1

PROGRESSIVE DISCIPLINE (Theory)

Answer 1

Theory

• Essential part of management. Too much can turn a manager to a tyrant, too little erodes authority
• Not taking action on improper behavior erodes employee confidence and has a negative impact on morale.
• Discuss roots of both words PROGRESSIVE and DISCIPLINE

Do’s:

• Consistency!
• KEEP YOUR SUPERIORS AWARE AT ALL STAGES
• Keep your inquiries job related and not focus on personality traits
• State problem clearly and stay on topic when discussing it with employees
• Respect the employee’s dignity and right to a viewpoint
• Take notes freely and be sure purpose of discussion has been met
• Be helpful – sincerely try to plan for change and work out a remedy
• Set a deadline for specific MEASURABLE change and set a date for FOLLOW-UP!
• Make a WRITTEN summary of the interview and furnish copy to employee

DON’Ts:

• Don’t bluff, threaten, or block the matter from being taken up the chain of command
• Jump to conclusions (maintain an open mind and seek the WHOLE truth)
• Don’t joke – maintain seriousness of situation
• Procrastinate , be angry or vengeful. Don’t exaggerate and do not provide unsupported generalizations
• Apologize for the interview or volunteer excuses for employee
• Be afraid of listening to mitigating circumstances – try to solve the problem
• Don’t win the argument and lose the employee – instead solve the problem
• Require abject submission or agreement – its behavioral change that counts
• 3 phases:

1. Preventative
2. Corrective
3. Adverse Action, includes:
   - formal written reprimand,
   - salary reduction,
   - suspension,
   - involuntary transfer,
   - demotion,
   - dismissal
   (FSSIDD)

Question 2

PROGRESSIVE DISCIPLINE (Steps)

Answer 2

Steps:
1. Freeze the action: Pull offending individual aside – do not shame them
2. Collect information: Interview everyone and document everything
3. Damage Control: Minimize the effects of improper conduct
4. Notify the Next Level of Command: then ask for input on how to handle
5. Preliminary Investigation: Purpose is to clear the employee or take action
(Counseling, 100 form comment, MOD, interim, adverse action)
6. Discuss employee at staff meeting: gain insight about employee from others
7. Document: utilizing appropriate format
8. Counseling Session: Identify underlying issue, be humanistic, discuss; bottom line, hold the employee accountable, appeal to professionalism)
9. Professional Help: Provide EAP and have concern about well-being
10. Monitor Employee
11. Heightened Awareness
12. Interim Reporting: 4-steps (outline problem, set goals, monitor, follow-up)
13. Adverse Action: LAST RESORT
Accountability
1.Non-Complaint officer: bring their performance back to an acceptable level
2. Compliant officer: reinforces their behavior
3. Public expects us to police ourselves
4. I’m the leader who will set the example by holding myself accountable and expecting others to do the same.