Page 108 - Operations & Procedures Manuals

STANDARD OPERATING PROCEDURE
PROCEDURE:
Employee Performance Improvement Planning
SOP REFERENCE #: 217.1
REVISION DATE:
REVISED BY:
RELATED POLICY:
OBJECTIVE:
Policy 217: Corrective Action & Performance Counseling
Boys & Girls Clubs of Greater Scottsdale employs professionals who
understand the mission of the organization and recognize that their ability to
perform their jobs directly impacts this mission. It is the hope that all
employees want to do their best and perform their roles as expected or
exceeding expectations. In the case where expectations are not being met a
performance improvement plan may be needed.
RESPONSIBLE PARTY:
Supervisor
PROCEDURAL STEPS:
If an employee is not meeting performance expectations, it is the
responsibility of the supervisor to provide support and counsel to the
employee with the goal of achieving acceptable performance. This coaching
process must be documented.
Managers must consult with Human Resources prior to delivery of any corrective action including a Written Warning, Suspension, Probation or Termination.
Corrective Action is initiated for one of four reasons:
1. Performance problem has surfaced. Employee not meeting
expectations.
2. Previous coaching, counseling, or other actions by the manager
have not been effective in resolving the problem.
3. The problem has made a significant negative impact on other Club
employees, members, or volunteers.
4. The problem has regressed and/or increased in its frequency of
occurrence.
Prior to initiating corrective action, the supervisor must prepare to administer a successful coaching experience.
1. Be able to articulate the performance/behaviors that do not meet expectations, as well as, the expected behavior to be demonstrated.
2. Provide specific examples of instance unacceptable behavior was demonstrated by employee.
3. Provide time frame in which employee is given to demonstrate action change and consistent demonstration of acceptable behavior. This period may be 30 days, 60 days, etc. Ensure employee understands the repercussions and consequences for their employment if the behavior is not corrected within established timeframe.
2. Discuss providing areas of support, help, training, or guidance employee needs to make behavior change (if applicable).
3. Document the plan of action agreed upon by employee and supervisor including timeline for check-in on progress. Employee should sign to acknowledge conversation. Documentation should be
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