Page 11 - HRS-125 - 07.2020 Managers Guide

Regular Manager Meetings
Managers are responsible for scheduling supervision meetings regularly with each
employee who directly reports to them.
Supervision meetings have numerous purposes:

• Work Updates and Progress Check-ins: Generally checking in on upcoming tasks/
deadlines or status of tasks. Keeping up with your
• Performance: Specific to the individual’s performance. This generally includes
performance reviews and addressing problems with performance or providing team is important!
positive feedback on specific performance. Performance issues should be
addressed right away. Do not wait until the annual performance review to bring up Regular meetings help
performance issues. There should be no surprises for your direct report on their employees feel valued
annual review. while also strengthening
• Support/Coaching/Mentorship: Less about their performance or tasks, but more your relationship�
about the individual’s “well-being” as an employee or personal/professional
development. Setting aside recurring scheduled time on your calendar to meet with
your direct reports shows them they are important. Use that time to strengthen
your relationship with each team member which enhances communication,
increases trust, and improves performance.

Disciplinary Actions

In situations where you have concerns related to the employee’s performance, you are responsible for developing and
implementing a performance improvement plan. This process precedes, and hopefully negates the need for, either
progressive discipline or termination.

You can find details on the Disciplinary Process on MILtranet. You are encouraged to contact your HR resource before
embarking on this process.

Taking Corrective Action
As a manager, you are responsible for documenting and Written Warning Form
reporting employee behaviors. Documentation records A Written Warning Form is used for behavior or violations
patterns of behavior, shows a valid business reason for that a manager considers serious or when a verbal caution
employment actions and decisions, and provides a basis has not changed an unacceptable behavior.
for corrective action.
Performance Improvement Plan
MIL offers the following documents and tools to assist in The Performance Improvement Plan plays an integral
the development of any corrective action. These forms are role in correcting performance discrepancies. It is
located for your use on the MILtranet For Managers page. a tool to monitor and measure the deficient work
Verbal Caution Form products, processes, and/or behaviors of an employee
to improve performance or modify behavior. Create a
This form is used to summarize a verbal caution meeting Performance Improvement Plan when you have identified
between an employee and their manager. It is meant to a performance problem, when feedback and coaching
alert the employee that a problem has been identified have not been effective in improving performance, and
and must be addressed. Managers are expected to clearly you are looking for ways to improve the performance of an
describe expectations and steps the employee must take employee.
to resolve the problem or improve performance.

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