Supervisor's Job Performance Guide

Question 1

What is the five-step plan a supervisor employs when handling a problem employee?

Answer 1

1. Recognize a problem exists
2. document the problem
3. Take action
4. Referral
5. Return and follow-up

Question 2

If you recognize an employee has a problem, do not ignore it, or the problem will get ______.

Answer 2

Worse

Question 3

When dealing with a problem employee, what three points must be emphasized?

Answer 3

1. It is the supervisor’s responsibility to observe and document performance deficiencies
2. The supervisor does not attempt to diagnose an problem, nor does he mention them in the confrontation
3. Once the employee has been referred to PEAP the supervisor should discontinue attempts at counseling

Question 4

What is supervisor’s denial?

Answer 4

• He/she is aware of irregularities of job performance
• Joins the troubled employee in the delusion there is not really a problem
• Accepts even the flimsiest excuses for problem behavior

Question 5

Responsible criticism has five characteristics: C-L-E-A-R

Answer 5

Current
Limited
Expresses
Acknowledges
Reevaluates

Question 6

When dealing with a troubled employee, the use of ___________ procedures is crucial to the success of the program.

Answer 6

-Documentation

Question 7

When dealing with a problem employee, remember that everyone has an occasional “bad day.” It is a _________________________ which may indicate a continuing problem, and warrant constructive confrontation.

Answer 7

-Pattern of deficient job performance

Question 8

When documenting disciplinary action regarding a problem employee, care should be taken to include the following: (7)

Answer 8

1. Facts
2. Violation
3. Previous warning and incidents
4. Expected improvement
5. Review period
6. Warning of further action
7. Signature
   * If an employee refuses to sign, affix your own signature and one of a witness, indicate that the employee has been given the opportunity to sign but has refused