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Supervision & Progressive Discipline

Supervision & Progressive Discipline. Evelyn Alvarez Amanda Holder November 18, 2016. ICE BREAKER. The best part of being a leader? Dealing with people! The worst part of being a leader?. DEALING WITH PEOPLE!. Objectives. Define the role of a supervisor

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Supervision & Progressive Discipline

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  1. Supervision & Progressive Discipline Evelyn Alvarez Amanda Holder November 18, 2016

  2. ICE BREAKER

  3. The best part of being a leader?Dealing with people!The worst part of being a leader? DEALING WITH PEOPLE!

  4. Objectives • Define the role of a supervisor • Explain the steps of progressive discipline • Terminations done the right way

  5. What is a Supervisor?

  6. What is Supervision? • Oversee the performance of employees • Offer guidance and direction • Commend strong performance • Use progressive discipline as needed

  7. Components of Effective Supervision • Give employees clear and defined expectations of the job • Demonstrate respect • Inspire trust BE SUPPORTIVE!

  8. Acts of Kindness…they are contagious! • Go out of your way to say thank you • Give credit and compliments • Encourage excellence by work and deed

  9. BREAKOUT ACTIVITY #1

  10. How to handle that bad apple in the barrel? Ever felt frustrated when faced with that same old troublesome situation with an employee? Ever felt like you didn’t have the management tools to handle the situation? Now you do…. PROGRESSIVE DISCIPLINE!

  11. What is Progressive Discipline? For discipline to be progressive, each related event or incident must trigger a response that has more severe penalties. A supervisor must make employee aware of the behavior and give the opportunity to change.

  12. Principles Surrounding Discipline • Corrective • Fair & Consistent • Progressive • Due Process

  13. Let’s take a 10 minute break!

  14. Progressive Discipline Steps Termination

  15. Oral Warning • Be specific • Focus on the problem, not the person • Indicate how negative behavior affects team and clients/individuals • Stress expectations for improvement • Explain possible ramifications if behavior does not change • Document meeting

  16. How to Compose Written Warnings • Describe problem • Who, What, Where, When, & Why • Refer to any prior informal discussions or reminders about the issue • Describe specific changes needed to improve behavior • Indicate consequences of failure to change • Must be signed by supervisor & employee • Witness signature required with employee refusal to sign • Submit warning to HR for personnel file

  17. Ensure privacy Have a witness Review document Allow for response Offer assistance Be supportive Discuss consequences How to Present a Written Warning

  18. BREAKOUT ACTIVITY #2A and #2B

  19. Progressive Discipline Do’s • Investigate each incident regardless of how it first appears • Select appropriate time & place to meet privately with the employee • Allow the employee to explain his/her understanding of incident • LISTEN! • Present the disciplinary action in a calm manner

  20. Suspension Policies Definition: Temporary removal of an employee from their position. HeartShare Policies: • Applicable in certain situations of misconduct • Protective measure in allegations of client/consumer abuse • Penalty for violations of employee policies and procedures

  21. Terminations Done the Right Way Must… • Be discussed with HR • Be approved by director & department head • Be done in private • Include a witness • Never be a surprise to an employee • Include a discussion on the employee appeal/grievance process

  22. NOW YOU KNOW THE STEPS…SOAR TO THE TOP!GOOD LUCK

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