Progressive Discipline Flashcards
Master progressive discipline sop
Progressive discipline is intended to ______
…modify an employee’s behavior, and should instruct and train the employee to act and perform in accordance with established standards of conduct.
Supervisors and managers are expected to ensure employees are informed of expectations via ____
…briefings, ride alongs, one on one discussions, training days, written acknowledgments of policy review, etc.
Supervisors and managers are expected to recognize those individuals who are ___
…meeting or exceeding standards by providing positive reinforcement and recognition, e.g., CHP 100 Form comments; commendable CHP 2, Incident Report, etc.
Whenever an employee’s performance or conduct does not meet expectations, the commanders should ___
…determine if the employee was provided with adequate training or notice of performance expectations.
If the employee has been provided with adequate training or notice of performance expectations, progressive discipline (should/shall) be utilized.
SHOULD
At the center of the wheel is the employee’s ____
…behavior or performance deficiency.
The goal of interim reporting is to provide the employee with _____
..tools and assistance to bring their performance to an acceptable level.
What are the 8 spokes on the wheel of discipline?
- Verbal counseling
- CHP 100 or 112 Comment or Memorandum of Counseling
- Memorandum of Direction
- Censurable CHP 2
- Denial of Salary Adjustment or Rate Change
- Interim Reporting
- Rejection During Probation
- Adverse Action
Proactive steps that reduce or eliminate the need for corrective or adverse action are?
Preventative Actions.
It is the supervisor’s responsibility to engage and lead the employee in the right direction, as opposed to…
…merely documenting the actions of the employee.
Examples of preventative actions include: Adequate ongoing training for all classifications. Sups and managers must ensure that employees attend ___
…required training and address training issues in a timely manner when appropriate (e.g., officer safety, policy changes).
(Examples of preventative actions include) Clearly defined job duties, conduct, expectations, and objectives. Employees must know ___
…their job duties, the expected levels of conduct, and the performance standards.
Ensure employees have positive and respectful workplace _______________ with the chain of command, peers, and subordinates.
communication
To improve communication, (1) supervisors and managers should conduct _______ and ____ discussions with employees on job-related issues.
regular, open
To improve communication, (2) actively consider ______ and _______ presented by employees, union job stewards and employee reps.
issues, concerns
To improve communication, (3) provide information on ___ and _____ _______ that affect the employees or their jobs.
law, policy changes
To improve communication, (4) provide ______ when performance or disciplinary discussions occur.
privacy
To improve communication, (5) provide and opportunity to discuss ________ or _________ with supervisors, managers, and coworkers.
problems, conflicts
To improve communication, (6) provide access to ______-_____ supervisors or managers, if requested for conflict resolution.
higher-level
Provide employees with critical, constructive, and comprehensive feedback regarding job performance and conduct on an __-_____ _____ before a problem develops.
on-going basis
Provide ____, _______, and _________ supervision. Supervisors and managers must also model appropriate conduct and professional job performance at all times. The importance of leading by example cannot be overstated.
fair, engaged, and impartial
Make referrals to the ___ when appropriate.
Employee Assistance Program
The goal of written or verbal corrective actions is to bring the employee’s performance to an acceptable level and to ______ continued misconduct or poor performance.
prevent
Corrective Actions. This is accomplished by providing ________ __________ to the employee.
specific directives
Corrective actions may be initiated by a __________, but are usually prepared with the concurrence and approval of the _________.
supervisor, commander
Corrective actions include ________ and ______ counseling, and any corresponding corrective _____________ issued as a result.
informal formal
documentation
The following considerations should be evaluated prior to taking action:
Read and understand POBR
Clearly identify the act or omission that is unacceptable, along with corresponding policy and law.
Fully understand the nature and extent of the porblem
Gather all pertinent facts
Discuss with the employee before making a decision to take corrective action.
Review the employee’s personnel folder (priors, recency, progressive disc. imposed, results, patterns.)
What are the two types of counseling?
Informal and Formal
Informal counseling is considered a _______ ________ _____________ and, therefore, is not subject to the grievance process, nor is the employee entitled to representation.
routine business communication
Informal counseling provides the opportunity for the supervisor to speak with the employee in a _______ ______ regarding a problem in a private setting away from other departmental employees.
relaxed manner
Informal counseling should or shall be documented?
should (i.e., CHP 112, Management Summary).
Informal counseling. The focus is on the employee’s ________ and/or ___ ___________.
behavior and/or job performance.
An employee must understand expectations for conduct and the consequences of a _______ __ ____ expectations.
failure to meet
The employee must be made aware of the consequences of failing to comply with the requirements of the ________ ________.
employee’s position
Formal counseling is considered _______ ________ _____________ and, therefore, is not subject to the grievance process, nor is the employee entitled to representation.
routine business communication
The primary difference between informal and formal counseling is _____________.
documentation.
A formal counseling session should be documented in two places. On a supervisors __________ ____ (e.g., CHP 112) and on the counseled employee’s _______ __________ ____, (e.g., CHP 100, CHP 100PSD, CHP 112).
evaluation form
monthly evaluation form
If the employee does not have a monthly evaluation form, the counseling session shall be documented on a Memo of Counseling which is then ______ __ ___ ________.
issued to the employee.
Corrective documentation can take the form of any of the following:
Monthly evaluation comment (CHP 100, 100PSD, 112)
Memorandum of Counseling
Memorandum of Direction
Censurable CHP 2
The primary purpose of corrective documentation is to ___________ __________ ______ in response to unacceptable actions or substandard performance.
memorialize corrective action
The month evaluation comment (CHP 100, 100PSD, 112) should or shall not contain the Bazemore Admonition
shall not
A Memorandum of Counseling does not normally contain the ________ __________.
Bazemore Admonition.
The Memorandum of Direction should or shall contain the Bazemore Admonition.
shall
A censurable CHP 2 should be used for a single act which is not likely to recur in the future. It shall or shall not contain the Bazemore Admonition.
shall not
In accordance with the collective bargaining agreement (CBA) for Bargaining Unit 5, adverse comments are subject to the ________ _______ __________ process.
Informal Dispute Resolution
When should a formal request for adverse action be initiated?
When the employee does not respond to preventive and/or corrective actions, or the acts of misconduct are severe.
Can the manager or supervisor be subject to disciplinary and legal repercussions if there isn’t sufficient cause for discipline?
Yes
In order to establish cause, the following conditions must be established:
1) The rules or standards must bear a reasonable relationship to the employee’s specific job and/or the goals and mission of the Department.
2) Must have clear knowledge of the rules or standards he’s charged with violating (prefer signed docs).
3) Rule/Standards must be equitably enforced.
4) Off-duty must have a nexus.
5) Invest. must be thorough, impartial, and obj.
6) Must have preponderance of evidence,
