The purpose of this policy is to define the progressive corrective action
process, as authorized by WAC 357–40–015, that is used when an employee fails to meet job
performance and/or behavior requirements, except in cases where the University determines
that job performance is so deficient or behavior is so disruptive or unacceptable as to
warrant immediate termination of employment whether or not prior corrective action has
occurred.
The term "job performance" includes the
performance of assigned duties and adherence to all departmental
and University policies and procedures. The term "behavior"
means an individual's general conduct, and includes, but is
not limited to, how an individual interacts with others.
Identifying job performance or behavior that
does not meet requirements;
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Ensuring that the standards for successful performance
are clear; and
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Defining methods or practices that will help the employee
achieve successful performance.
The process uses constructive, structured communication rather than
punitive measures to help the employee achieve successful job performance.
The progressive corrective action process
has three steps:
Informal counseling;
Formal counseling; and
Final counseling.
The University determines which
step to implement based on the seriousness of the
performance problem(s), the employee's overall job
performance record, and the employee's corrective action
history. The University will make clear when formal
or final counseling is being conducted.
a.
Informal Counseling
Informal counseling is discussion or counseling between
employee and immediate supervisor. Informal counseling
or coaching consists of job performance feedback, and may
be verbal or written. The supervisor may follow-up in writing
with a simple action plan if the supervisor determines
that an action plan would be helpful.
b.
Formal Counseling
Formal counseling is structured job performance feedback
that includes the development of a written action plan.
The action plan states performance and/or behavioral
objectives, documents performance and/or behavioral problems,
suggests methods for remedying the specified problems
and the timeframe during which improvement must take
place. The employee may suggest modifications to the
action plan that the employee believes will help his
or her performance and/or behavioral expectations. Formal
counseling may include administrative personnel other than
the employee's immediate supervisor. The employee will
receive reasonable notice when a formal counseling session
is to take place, and be informed if other people besides
the employee's supervisor will attend.
c.
Final Counseling
Final counseling takes place when performance or behavioral
problems are serious or previous efforts at correcting
such problems have not been successful. Final counseling
means that if the employee's job performance and/or behavior
remain unsatisfactory, the employee will be dismissed.
The employee will receive reasonable notice when a final
counseling session is to take place, and the employee
will be informed if other people besides the employee's
supervisor will attend.
Final counseling includes preparation of an action plan
if one has not been previously prepared, and/or review
or revision of a corrective action plan that is in place.
Final counseling may include a paid "decision making"
day away from the work site. If the employer decides to
provide a decision making day, the employee will be given
a list of expectations and problem statements prior to
the decision making day. The purpose of the decision making
day is for the employee to consider the job requirements
that have been outlined and consequences of failure to
meet the performance standards.
d.
Dismissal
Dismissal occurs when performance and/or behavioral
deficiencies are so severe or unacceptable that progressive
corrective action is not appropriate, or after an employee's
performance and/or behavior remains deficient following
corrective action.
Before an employee is dismissed, a predetermination
meeting will be scheduled to give the employee an opportunity
to respond to the dismissal recommendation. The employee
will have the right to bring a representative of his
or her choice to the predetermination meeting.
