Performance Management - How To

• Are there clearly defined procedures for managers and supervisors to administer?
• Are the steps in your performance management process documented and clearly understood by all employees?
• Is there an objective, impartial investigation of the event before administering discipline?
• Are all facts clearly stated and reviewed as part of the investigation process?
• Is the employee provided an opportunity to explain their side of the story?
• Are all prior events and documentation including the employees record and service considered as part of the process in determining appropriate level of discipline?

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• Have all prior incidents been appropriately documented and part of the employee file?
• Is there a mechanism during final meeting with employee to investigate relevant facts presented by the employee before proceeding with appropriate step of discipline?
• Is there clarity and consistency regarding practice of repeating or skipping steps of discipline?
• Is there a procedure in place to manage "crisis situations" within legal limits?
• Do supervisors understand and practice "suspension pending investigation" versus "termination on the spot?"
• Do your managers and supervisors understand "how to assessment" of relevant laws in administering discipline?
• Will other employees be involved in managing peer performance?