Progressive Discipline Flashcards
Progressive Discipline
Outline
Policy
Two tenants
Three Steps
Analysis
Preventative (TIP-C)
Corrective (IRCD) formal/informal; Form 2; Interim; MOC/MOD
AA (FRIDDS)
Notification
Documentation
After-Action
Closing
Progressive Discipline
Policy
As a supervisor - Hold myself and my employees accountable to the professional standards and organizational values of the Dept.
Employee misconduct – negative impact on morale, public trust.
Attempt to correct at the lowest level
Employees action/performance substandard – Use progressive discipline, goal of improving to an acceptable level
Two principles:
1. Training
2. Expectations
Three Steps:
1. Preventative
2. Corrective
3. Adverse Action
Progressive Discipline
Analysis - Preventative
Preventative (TIP-C)
T - Training, up to date, hold Officers accountable for signed acknowledgment of review
I - Informed, ensure employees are informed of expectations, duties, conduct
P - Positive feedback for employees who meet/exceed, 100 form, Form 2, conversation
C - Communications/Coach, use open/honest communication, coach, lead, utilize FTO’s
Progressive Discipline
Analysis - Corrective
Corrective (IRCD)
Identify - the act/omission, verify policy/law
Research - Personnel file, history of issues
Confer - With command, determine appropriate action
Discuss - with employee, unless AA possible (POBR)
Options:
1. Informal
2. Formal
3. CHP form 2 censurable
4. Interim reporting
5. MOC (no bazemore)
6. MOB (bazemore)
Progressive Discipline
Analysis - Adverse Action
When employee doesn’t respond to corrective action OR misconduct so severe:
- coordinate with management
- don’t violate POBR
Outcomes (FRIDDS)
F - Formal written reprimand
R - Reduction in salary
I - Involuntary transfer
D - Demotion
D - Dismissal
S - Suspension
Progressive Discipline
Notification
Keep chain of command involved throughout the process, seek guidance
Progressive Discipline
Documentation
Types of corrective action:
Informal (CHP112);
Formal (100 form);
Memorandum of Counseling;
Form 2;
Interim reporting;
Memorandum of Direction (MOD, Bazemore)
Progressive Discipline
After-Action
Short term/long term follow up with employee
Offer EAP/PEER support
Progressive Discipline
Closing
Lead by example and model the appropriate behavior, performance, and conduct, consistent with the Dept’s Professional and Organizational values.
My goal is to use all preventative measures available to me to prevent corrective and adverse actions and to prevent civil liability with the Department.
Utilize the progressive discipline process while remaining: fair, impartial and consistent
