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<div class="form-group search-wrapper"><label class="sr-only" for="s-field">Enter search text: </label><input class="search-input form-control search-filed" type="search" placeholder="Search UWHR" value="" id="s-field" name="term" title="Search for:"><div class="search-icons"><div class="icon erase-icon hide"><i class="fa fa-close"></i></div><div class="icon search-icon"><i class="fa fa-search"></i></div></div></div> </div> </div> </div> </div> <div class="uwhr-header"> <div class="row"> <div class="col-xs-12"> <h2 class="text-hide">University of Washington Human Resources</h2> <a target="_blank" class="uwhr-logo text-hide" href="https://hr.uw.edu/" title="University of Washington Human Resources Home">University of Washington Human Resources Home</a> <nav class="uwhr-dropdowns" id="siteNav" aria-label="Main Menu" role="navigation"><ul id="menu-dropdowns" class="menu"> <li class="nav-item nav-item-6 top-level-nav-item"><button class="menu-item menu-item-type-custom menu-item-object-custom menu-item-has-children" aria-controls="jobs" aria-haspopup="true">Jobs<i class="fa fa-lg"></i></button> <ul class="children depth-1 dropdown-popup" aria-expanded="false" id="jobs"> <li class="nav-item nav-item-33"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/jobs/">Why work at UW?</a></li> <li class="nav-item nav-item-34"><a target="_blank" class="external menu-item menu-item-type-custom menu-item-object-custom" href="https://uwhires.admin.washington.edu/eng/candidates/?szLocationID=88%20%20%20%20">Find a staff job</a></li> <li class="nav-item nav-item-3219"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://ap.washington.edu/ahr/academic-jobs/">Find an academic job</a></li> <li class="nav-item nav-item-5116"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://ap.washington.edu/ahr/academic-jobs/?unit_id=19160">Find a physician job</a></li> <li class="nav-item nav-item-3220"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://uw.joinhandshake.com/login">Find a student job</a></li> <li class="nav-item nav-item-4873"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/jobs/final-candidate-guide-to-covid-19-vaccination-requirement/">Final candidate guide to COVID-19 vaccination requirement</a></li> <li class="nav-item nav-item-113"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/jobs/before-you-apply/">Before you apply</a></li> <li class="nav-item nav-item-3221"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/jobs/diversity-and-inclusion/">Diversity and inclusion</a></li> <li class="nav-item nav-item-3222"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/jobs/perks-and-benefits/">Perks and benefits</a></li> <li class="nav-item nav-item-112"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/jobs/temporary-work/">Temporary work</a></li> <li class="nav-item nav-item-3223"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/jobs/uw-recruiters-job-fairs/">UW recruiters & job fairs</a></li> <li class="nav-item nav-item-3224"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/jobs/uw-critical-hiring-needs/">UW critical hiring needs</a></li> <li class="nav-item nav-item-5297"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/jobs/signing-bonuses/">Signing bonuses</a></li> <li class="nav-item nav-item-4515"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/jobs/employee-referral-program/">Employee referral program</a></li> </ul></li> <li class="nav-item nav-item-7 top-level-nav-item"><button class="menu-item menu-item-type-custom menu-item-object-custom menu-item-has-children" aria-controls="total-rewards" aria-haspopup="true">Total Rewards<i class="fa fa-lg"></i></button> <ul class="children depth-1 dropdown-popup" aria-expanded="false" id="total-rewards"> <li class="nav-item nav-item-35 has-children menu-group"><p class="menu-group-label">Compensation</p> <ul class="children depth-2"> <li class="nav-item nav-item-39"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/comp/professional-staff/overview/">Professional staff compensation</a></li> <li class="nav-item nav-item-40"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/comp/classified-staff/overview/">Classified staff compensation</a></li> <li class="nav-item nav-item-4031"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/comp/totalcomp/">Total compensation statements</a></li> </ul></li> <li class="nav-item nav-item-36 has-children menu-group"><p class="menu-group-label">Benefits</p> <ul class="children depth-2"> <li class="nav-item nav-item-41"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/benefits/insurance/health/">Health benefits</a></li> <li class="nav-item nav-item-42"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/benefits/insurance/other/life-insurance-accidental-death-dismemberment/">Insurance benefits</a></li> <li class="nav-item nav-item-43"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/benefits/retirement-plans/">Retirement plans</a></li> </ul></li> <li class="nav-item nav-item-37 has-children menu-group"><p class="menu-group-label">WorkLife</p> <ul class="children depth-2"> <li class="nav-item nav-item-46"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/child-care/">Child care & parenting</a></li> <li class="nav-item nav-item-3279"><a target="_blank" class="menu-item menu-item-type-post_type menu-item-object-page" href="https://hr.uw.edu/community/">Community</a></li> <li class="nav-item nav-item-49"><a target="_blank" class="external menu-item menu-item-type-custom menu-item-object-custom" href="http://thewholeu.uw.edu/discounts">Discounts and perks</a></li> <li class="nav-item nav-item-1537"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/elder-care/">Elder care</a></li> <li class="nav-item nav-item-2997"><a target="_blank" class="menu-item menu-item-type-post_type menu-item-object-page" href="https://hr.uw.edu/housing/">Housing</a></li> <li class="nav-item nav-item-48"><a target="_blank" class="external menu-item menu-item-type-custom menu-item-object-custom" href="https://thewholeu.uw.edu/">The Whole U</a></li> <li class="nav-item nav-item-45"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/benefits/uw-carelink/">UW CareLink</a></li> <li class="nav-item nav-item-47"><a target="_blank" class="external menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/cfd/">Workplace giving</a></li> </ul></li> <li class="nav-item nav-item-38 has-children menu-group"><p class="menu-group-label">Time Off, Leaves, and Holidays</p> <ul class="children depth-2"> <li class="nav-item nav-item-50"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/ops/leaves/">Leaves</a></li> <li class="nav-item nav-item-51"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/ops/leaves/holiday-calendar/">Holiday schedule</a></li> <li class="nav-item nav-item-52"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/policies/flexwork/">Flexwork</a></li> </ul></li> </ul></li> <li class="nav-item nav-item-8 top-level-nav-item"><button class="menu-item menu-item-type-custom menu-item-object-custom menu-item-has-children" aria-controls="workplace-essentials" aria-haspopup="true">Workplace Essentials<i class="fa fa-lg"></i></button> <ul class="children depth-1 dropdown-popup" aria-expanded="false" id="workplace-essentials"> <li class="nav-item nav-item-53 has-children menu-group"><p class="menu-group-label">Employee Support</p> <ul class="children depth-2"> <li class="nav-item nav-item-56"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/talent/recognition/employee-recognition/overview/">Employee recognition</a></li> <li class="nav-item nav-item-1539"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/ops/performance-management/work-performance-for-employees/">Employee work performance</a></li> <li class="nav-item nav-item-2914"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://isc.uw.edu/employment-verification-requests/">Employment verification</a></li> <li class="nav-item nav-item-55"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/policies/complaint-resolution/">Complaint resolution</a></li> <li class="nav-item nav-item-3445"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/ops/transgender-resources/">Transgender resources</a></li> <li class="nav-item nav-item-655"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/benefits/life-events/change-your-address-name-gender-citizenship-or-birth-date/">Update personal information</a></li> <li class="nav-item nav-item-57"><a target="_blank" class="external menu-item menu-item-type-custom menu-item-object-custom" href="http://www.washington.edu/safecampus/">UW SafeCampus</a></li> <li class="nav-item nav-item-70"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/policies">Workplace policies</a></li> </ul></li> <li class="nav-item nav-item-58 has-children menu-group"><p class="menu-group-label">Career Development</p> <ul class="children depth-2"> <li class="nav-item nav-item-59"><a target="_blank" class="external menu-item menu-item-type-custom menu-item-object-custom" href="https://ucs.admin.uw.edu/pod/">Professional development</a></li> <li class="nav-item nav-item-61"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/pod/courses-and-workshops/online-learning/">Online learning opportunities</a></li> <li class="nav-item nav-item-54"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/pod/organizational-excellence-and-development/individuals/career-tools-and-services/">Career tools and services</a></li> <li class="nav-item nav-item-63"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/pod/overview/tuition-exemption/">Tuition exemption</a></li> <li class="nav-item nav-item-2527"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/vphr/scholarships-for-employees-and-children/">Scholarships</a></li> </ul></li> <li class="nav-item nav-item-65 has-children menu-group"><p class="menu-group-label">Manager Resources</p> <ul class="children depth-2"> <li class="nav-item nav-item-654"><a target="_blank" class="external menu-item menu-item-type-custom menu-item-object-custom" href="https://uwhires.admin.washington.edu/ENG/default.cfm?szcat=hm">UWHIRES login</a></li> <li class="nav-item nav-item-68"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/talent/hiring-process/">Hiring process</a></li> <li class="nav-item nav-item-67"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/talent/onboarding/new-employee-onboarding/">New employees</a></li> <li class="nav-item nav-item-4019"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/pod/organizational-excellence-and-development/organizations/enhancing-the-employee-experience/">Employee experience tools</a></li> <li class="nav-item nav-item-66"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/ops/performance-management/">Performance management</a></li> <li class="nav-item nav-item-1466"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/pod/organizational-excellence-and-development/organizations/succession-planning/">Succession planning</a></li> <li class="nav-item nav-item-60"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/pod/organizational-excellence-and-development/organizations/organizational-efficiency/">Organizational development</a></li> </ul></li> <li class="nav-item nav-item-4082 has-children menu-group"><p class="menu-group-label">Workplace Supports</p> <ul class="children depth-2"> <li class="nav-item nav-item-4455"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/returntowork/">Return to onsite work</a></li> <li class="nav-item nav-item-4081"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/caregiving/">Child and family care during COVID-19</a></li> <li class="nav-item nav-item-3955"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/diversity/">Diversity, equity, and inclusion</a></li> <li class="nav-item nav-item-3987"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/vphr/cop/">HR Community of Practice</a></li> <li class="nav-item nav-item-5092"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/hybridwork/">Hybrid work</a></li> </ul></li> </ul></li> <li class="nav-item nav-item-9 top-level-nav-item"><button class="menu-item menu-item-type-custom menu-item-object-custom menu-item-has-children" aria-controls="forms-contracts-and-policies" aria-haspopup="true">Employment programs & contracts<i class="fa fa-lg"></i></button> <ul class="children depth-1 dropdown-popup" aria-expanded="false" id="forms-contracts-and-policies"> <li class="nav-item nav-item-4978"><a target="_blank" class="menu-item menu-item-type-post_type menu-item-object-page" href="https://hr.uw.edu/policies/employment-programs/">Employment programs at UW</a></li> <li class="nav-item nav-item-5011"><a target="_blank" class="menu-item menu-item-type-post_type menu-item-object-page" href="https://hr.uw.edu/position-management-policy-for-staff-and-student-employment/">Position management</a></li> <li class="nav-item nav-item-73"><a target="_blank" class="external menu-item menu-item-type-custom menu-item-object-custom" href="http://www.dop.wa.gov/Rules/Pages/default.aspx">Classified non-union information</a></li> <li class="nav-item nav-item-71"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/labor/unions/">Labor union contracts</a></li> <li class="nav-item nav-item-72"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/professional-staff-program/">Professional Staff Program</a></li> <li class="nav-item nav-item-5712"><a target="_blank" class="menu-item menu-item-type-post_type menu-item-object-page" href="https://hr.uw.edu/nonpermanentemployment/">Nonpermanent employment</a></li> <li class="nav-item nav-item-5238"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/studentemployment/">Student employment</a></li> <li class="nav-item nav-item-4981 has-children menu-group"><p class="menu-group-label">Additional position types</p> <ul class="children depth-2"> <li class="nav-item nav-item-4983"><a target="_blank" class="menu-item menu-item-type-post_type menu-item-object-page" href="https://hr.uw.edu/position-management-policy-for-staff-and-student-employment/cyclic-year-positions/">Cyclic year positions</a></li> <li class="nav-item nav-item-4984"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="https://hr.uw.edu/policies/position-management-policy-for-staff-and-student-employment/professional-staff-temporary-position-pstp/">Professional staff temporary positions</a></li> </ul></li> </ul></li> <li class="nav-item nav-item-10 top-level-nav-item"><button class="menu-item menu-item-type-custom menu-item-object-custom menu-item-has-children" aria-controls="offices" aria-haspopup="true">Offices<i class="fa fa-lg"></i></button> <ul class="children depth-1 dropdown-popup" aria-expanded="false" id="offices"> <li class="nav-item nav-item-76"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/vphr/">Office of the Vice President</a></li> <li class="nav-item nav-item-77"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/benefits/">Benefits</a></li> <li class="nav-item 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href="http://hr.uw.edu/pod/">Professional & Organizational Development</a></li> <li class="nav-item nav-item-83"><a target="_blank" class="menu-item menu-item-type-custom menu-item-object-custom" href="http://hr.uw.edu/talent/">Total Talent Management</a></li> </ul></li> </ul></nav><button class="uwhr-mobile-menu-toggle" type="button" data-toggle="collapse" data-target="#mobileMenu" aria-expanded="false" aria-controls="mobileMenu">Menu <i class="fa fa-2x"></i></button> </div> </div> </div> <div class="uwhr-mobile-menu"><div class="collapse" id="mobileMenu"><div class="uwhr-mobile-menu-wrapper"><nav class="uwhr-accordion-menu uwhr-accordion-menu-dark" aria-label="Main Menu" role="navigation"><ul id="menu-dropdowns-1" class="menu"> <li class="page-item page-item-6 has-children"><button data-toggle="collapse" data-target="#jobs-mm" aria-controls="jobs-mm" class="page-item page-item-6 children-toggle">Jobs<i class="fa fa-2x"></i></button> <ul class="children collapse depth-1" id="jobs-mm"> <li class="page-item page-item-33"><a target="_blank" href="http://hr.uw.edu/jobs/" class="menu-item menu-item-type-custom menu-item-object-custom">Why work at UW?</a></li> <li class="page-item page-item-34"><a target="_blank" href="https://uwhires.admin.washington.edu/eng/candidates/?szLocationID=88%20%20%20%20" class="external menu-item menu-item-type-custom menu-item-object-custom">Find a staff job</a></li> <li class="page-item page-item-3219"><a target="_blank" href="https://ap.washington.edu/ahr/academic-jobs/" class="menu-item menu-item-type-custom menu-item-object-custom">Find an academic job</a></li> <li class="page-item page-item-5116"><a target="_blank" href="https://ap.washington.edu/ahr/academic-jobs/?unit_id=19160" class="menu-item menu-item-type-custom menu-item-object-custom">Find a physician job</a></li> <li class="page-item page-item-3220"><a target="_blank" href="https://uw.joinhandshake.com/login" class="menu-item menu-item-type-custom menu-item-object-custom">Find a student job</a></li> <li class="page-item page-item-4873"><a target="_blank" href="https://hr.uw.edu/jobs/final-candidate-guide-to-covid-19-vaccination-requirement/" class="menu-item menu-item-type-custom menu-item-object-custom">Final candidate guide to COVID-19 vaccination requirement</a></li> <li class="page-item page-item-113"><a target="_blank" href="http://hr.uw.edu/jobs/before-you-apply/" class="menu-item menu-item-type-custom menu-item-object-custom">Before you apply</a></li> <li class="page-item page-item-3221"><a target="_blank" href="https://hr.uw.edu/jobs/diversity-and-inclusion/" class="menu-item menu-item-type-custom menu-item-object-custom">Diversity and inclusion</a></li> <li class="page-item page-item-3222"><a target="_blank" href="https://hr.uw.edu/jobs/perks-and-benefits/" class="menu-item menu-item-type-custom menu-item-object-custom">Perks and benefits</a></li> <li class="page-item page-item-112"><a target="_blank" href="http://hr.uw.edu/jobs/temporary-work/" class="menu-item menu-item-type-custom menu-item-object-custom">Temporary work</a></li> <li class="page-item page-item-3223"><a target="_blank" href="https://hr.uw.edu/jobs/uw-recruiters-job-fairs/" class="menu-item menu-item-type-custom menu-item-object-custom">UW recruiters & job fairs</a></li> <li class="page-item page-item-3224"><a target="_blank" href="https://hr.uw.edu/jobs/uw-critical-hiring-needs/" class="menu-item menu-item-type-custom menu-item-object-custom">UW critical hiring needs</a></li> <li class="page-item page-item-5297"><a target="_blank" href="https://hr.uw.edu/jobs/signing-bonuses/" class="menu-item menu-item-type-custom menu-item-object-custom">Signing bonuses</a></li> <li class="page-item page-item-4515"><a target="_blank" href="https://hr.uw.edu/jobs/employee-referral-program/" class="menu-item menu-item-type-custom menu-item-object-custom">Employee referral program</a></li> </ul></li> <li class="page-item page-item-7 has-children"><button data-toggle="collapse" 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class="uwhr-search large m-y-2" role="search" method="POST" action="https://hr.uw.edu/search-uwhr/search-results"><div class="form-group search-wrapper"><label class="sr-only" for="s-field">Enter search text: </label><input class="search-input form-control search-filed" type="search" placeholder="Search UWHR" value="" id="s-field" name="term" title="Search for:"><div class="search-icons"><div class="icon erase-icon hide"><i class="fa fa-close"></i></div><div class="icon search-icon"><i class="fa fa-search"></i></div></div></div></form></div></div></div> </header> <main id="mainContent" tabindex="-1" role="main"> <section class="uwhr-hero uwhr-hero-image hero-image-height center-v" style="background-image:url(https://hr.uw.edu/ops/wp-content/uploads/sites/4/2016/05/cropped-MG_1855-XL.jpg)"> <div class="row"> <div class="container"> <h2 class="hero-title">HR Operations</h2> </div> </div> </section> <section class="uwhr-body container"> <div class="row"> <nav class="uwhr-breadcrumbs" role="navigation" aria-label="Breadcrumbs"><ol class="breadcrumb"><li class="breadcrumb-item"><a target="_blank" href="https://hr.uw.edu/" title="University of Washington Human Resources"><i class="fa fa-lg fa-home"></i></a></li><li class="breadcrumb-item"><a target="_blank" href="https://hr.uw.edu/ops/" title="HR Operations">HR Operations</a></li><li class="breadcrumb-item"><a target="_blank" href="https://hr.uw.edu/ops/performance-management/" title="Performance Management">Performance Management</a></li><li class="breadcrumb-item active">Corrective action</li></ol></nav> <article class="uwhr-content col-lg-6 push-lg-3"> <h3 class="title">Corrective action</h3><div class="uwhr-toc" id="toc"><p class="h4 beefy gold">Table of Contents</p><span class="slant xs short gold"></span><p class="h6 m-a-0 thin"><a target="_blank" class="toc-link" href="https://hr.uw.edu/ops/performance-management/corrective-action/#just-cause-standard">“Just cause” standard</a></p><p class="h6 m-a-0 thin"><a target="_blank" class="toc-link" href="https://hr.uw.edu/ops/performance-management/corrective-action/#informal-counseling">Informal counseling</a></p><p class="h6 m-a-0 thin"><a target="_blank" class="toc-link" href="https://hr.uw.edu/ops/performance-management/corrective-action/#formal-counseling">Formal counseling</a></p><p class="h6 m-a-0 thin"><a target="_blank" class="toc-link" href="https://hr.uw.edu/ops/performance-management/corrective-action/#final-counseling">Final counseling</a></p><p class="h6 m-a-0 thin"><a target="_blank" class="toc-link" href="https://hr.uw.edu/ops/performance-management/corrective-action/#dismissal">Dismissal</a></p><p class="h6 m-a-0 thin"><a target="_blank" class="toc-link" href="https://hr.uw.edu/ops/performance-management/corrective-action/#additional-resources">Additional resources</a></p></div><p>The objective of corrective action is to correct and resolve employee performance problems in order to retain the employee as a productive staff member.</p> <p>Whenever possible, the corrective action process should be a positive collaboration between the supervisor and employee to achieve necessary improvement rather than a punitive action against the employee.</p> <p>Supervisors can encourage employee job success by:</p> <ul> <li>Establishing and communicating clear standards for successful performance</li> <li>Identifying job performance or behavior that does not meet standards and offering feedback in a timely manner</li> <li>Creating clear action plans to help employees achieve successful performance</li> </ul> <h5><strong>This guide</strong></h5> <p>This corrective action guide helps supervisors:</p> <ul> <li>Understand the “just cause” standard for corrective action</li> <li>Make fair and equitable decisions regarding corrective action</li> <li>Apply the corrective action approach when addressing employee performance concerns</li> </ul> <h5><strong>Employees covered by this guide</strong></h5> <p>The progressive corrective action process applies to all contract classified and classified non-union staff.</p> <h5><strong>Employees not covered by this guide</strong></h5> <p>Professional staff are employed “at will” and are not covered by this progressive corrective action process. Professional staff appointments can be modified or ended for any reason that does not unlawfully discriminate against the employee or violate public policy. Even without required progressive steps, good performance management principles encourage timely, appropriate feedback and documentation. Contact your HR consultant when considering professional staff corrective action.</p> <p>Classified employees still in their probationary or trial service period are not covered under the progressive corrective action process. Contact your HR consultant regarding probationary or trial service performance concerns that are not resolved by counseling and coaching.</p> <h4 id="just-cause-standard">“Just cause” standard</h4> <p>Corrective action for classified non-union and contract classified staff must meet the “just cause” standard.</p> <p>Use the following six factors to assess whether there is just cause for corrective action in a given situation:</p> <ul> <li>Adequate notification of performance or conduct issues</li> <li>Reasonable expectations and standards</li> <li>Fair and objective investigation</li> <li>Substantial evidence</li> <li>Consistent treatment</li> <li>Appropriateness of corrective measures</li> </ul> <p>Failure to meet these six just cause factors can result in a corrective action decision being reversed or appealed if challenged.</p> <h5><strong>Adequate notification</strong></h5> <p>An employee must be:</p> <ul> <li>Adequately notified that their performance or behavior is unacceptable</li> <li>Advised of the potential consequences for failing to meet performance or behavioral expectations (including possible corrective action)</li> </ul> <p>For example, notification of unacceptable conduct could be provided through making employees aware of published performance or behavioral standards (such as a University policy or departmental procedure) or through previous counseling or coaching regarding that behavior.</p> <p>However, some behaviors are so unacceptable (such as theft or violence) that corrective action, including dismissal, may be warranted even without prior notice.</p> <h5><strong>Reasonable expectations and standards</strong></h5> <p>The department’s policies, procedures, practices, standards, and work rules must be reasonably related to efficient and safe operations.</p> <h5><strong>Fair and objective investigation</strong></h5> <p>The performance or behavioral issue must be properly investigated prior to taking corrective action.</p> <p>A fair and objective fact-finding investigation includes gathering some or all of the following information:</p> <ul> <li>Date and time the incident or problem occurred</li> <li>Location of the incident or event</li> <li>List of other people who may have been involved or who witnessed the event</li> <li>Statements from witnesses or participants, as well as from the employee under investigation</li> <li>Documents or records related to the incident</li> <li>Assessment of the impact of the employee’s unsatisfactory performance or behavior on other people, the department, and the University</li> </ul> <h5><strong>Substantial evidence</strong></h5> <p>The investigation must reveal substantial evidence of the employee’s responsibility for the performance issue or offense.</p> <h5><strong>Consistent treatment</strong></h5> <p>Performance expectations, standards, and corrective actions should be applied evenhandedly. Employees in similar situations should be treated comparably. Be sure to review past practices so that you can remain consistent in your response to performance issues with all of your employees.</p> <h5><strong>Appropriateness of corrective measures</strong></h5> <p>A corrective measure must match the seriousness of the offense. Additionally, you must take the individual’s employment and performance history into account. In other words, minor offenses and first occurrences typically warrant less severe action. Major offenses and repeated occurrences typically warrant stronger action.</p> <p class="uwhr-toc-top-btn"><a target="_blank" href="https://hr.uw.edu/ops/performance-management/corrective-action/#toc">Return to top</a></p><h4 id="informal-counseling">Informal counseling</h4> <p>The first step in correcting performance is usually informal counseling. In most cases, it is appropriate to see if coaching, counseling, and retraining can bring performance up to a satisfactory level.</p> <p>Feedback is typically given by talking directly with the employee. You should follow up with a simple written action plan or an email summarizing the discussion and action items.</p> <p>Consider the following questions early on when an employee is not performing satisfactorily:</p> <ul> <li>Does the employee clearly understand their job duties and responsibilities?</li> <li>Does the employee clearly understand behavioral expectations?</li> <li>Does the employee clearly understand University and departmental policies and procedures?</li> <li>Does the employee have the skills and knowledge necessary to meet the competencies required for their position?</li> <li>Have the employee’s job-related concerns been considered (if such concerns have been expressed to you)?</li> </ul> <p>If the answer to any of the questions above is “no,” work with the employee to clear up any confusion. If necessary, help the employee find training or education to develop the required competencies needed in their job. Turning the “no” answers into “yes” answers may be all it takes to get the employee back on track to meeting performance expectations.</p> <p class="uwhr-toc-top-btn"><a target="_blank" href="https://hr.uw.edu/ops/performance-management/corrective-action/#toc">Return to top</a></p><h4 id="formal-counseling">Formal counseling</h4> <p>Formal counseling is appropriate if:</p> <ul> <li>Informal counseling did not resolve the performance issue</li> <li>The issue is serious enough that it warrants skipping informal counseling</li> </ul> <h5><strong>Steps of formal counseling</strong></h5> <ol> <li>Work with your HR consultant to: <ol type="a"> <li>Draft an <a class="uwhr-form" target="_blank" href="https://hr.uw.edu/ops/wp-content/uploads/sites/4/2016/07/817_actionplaninstr.doc">Corrective Action Plan Instructions and Form (MS Word)</a> that: <ul> <li>Identifies each performance and behavioral problem</li> <li>Specifies the desired performance or behavior</li> <li>Outlines the actions necessary to correct the problem(s)</li> <li>Provides a reasonable time frame for correction</li> </ul> </li> <li>Prepare a <a class="uwhr-form" target="_blank" href="https://hr.uw.edu/ops/wp-content/uploads/sites/4/2016/07/825_formalcouns_mem.doc">Formal Counseling Memo Scheduling Notice (MS Word)</a> for the employee that confirms the meeting and informs the employee of their right to representation at the meeting.</li> </ol> </li> </ol> <ol start="2"> <li>Send the notice to the employee and schedule the formal counseling meeting. Your HR consultant must also attend this meeting.</li> </ol> <ol start="3"> <li>Conduct the formal counseling meeting in private and as a collaborative effort between you and the employee to improve performance. In this conversation, you should: <ol type="a"> <li>Focus on the specific performance or behavioral issue(s) rather than the employee’s attitude or personality.</li> <li>Summarize the findings of the investigation (if an investigation was conducted).</li> <li>Review any policy that has been violated.</li> <li>Explain clearly why the behavior or performance is a concern, including how it is impacting operations and other employees. Use direct and descriptive examples.</li> <li>Explain clearly the expected performance or behavior.</li> <li>Describe what will happen next if the performance is not corrected.</li> <li>Allow the employee an opportunity to respond to your comments.</li> <li>Review the drafted action plan and allow the employee to give input on the action plan. Revise the plan as needed.</li> <li>Schedule regular check-in meetings to provide feedback during the action plan’s timeline.</li> </ol> </li> </ol> <ol start="4"> <li>Follow up the formal counseling meeting with a <a class="uwhr-form" target="_blank" href="https://hr.uw.edu/ops/wp-content/uploads/sites/4/2016/07/829_formalcouns_followupmem.doc">Formal Counseling Session Follow-Up Memo (MS Word)</a> and finalized action plan. The memo and plan should be reviewed by your HR consultant prior to sending them to the employee.</li> </ol> <ol start="5"> <li>Review the employee’s action plan continually and give feedback on the employee’s progress toward performance improvement. Document all feedback.</li> </ol> <p class="uwhr-toc-top-btn"><a target="_blank" href="https://hr.uw.edu/ops/performance-management/corrective-action/#toc">Return to top</a></p><h4 id="final-counseling">Final counseling</h4> <p>Final counseling is the last corrective action step prior to dismissal. Final counseling may be appropriate if:</p> <ul> <li>Formal counseling did not resolve the performance issue</li> <li>The issue is serious enough that it warrants skipping formal counseling</li> </ul> <h5><strong>Steps of final counseling</strong></h5> <ol> <li>Work with your HR consultant to: <ol type="a"> <li>Review the employee’s formal counseling action plan (if this final counseling meeting is a follow-up to an earlier formal counseling meeting). Identify any continuing performance concerns and the actions required to correct them.</li> <li>Develop a final action plan — or revise the formal counseling action plan (if there was one).</li> <li>Prepare a <a class="uwhr-form" target="_blank" href="https://hr.uw.edu/ops/wp-content/uploads/sites/4/2016/07/833_finalcouns_mem.doc">Final Counseling Memo Scheduling Notice (MS Word)</a> for the employee that confirms the meeting and informs the employee of their right to representation at the meeting.</li> </ol> </li> </ol> <ol start="2"> <li>Send the meeting notice to the employee and schedule the final counseling meeting. Your HR consultant must also attend this meeting.</li> </ol> <ol start="3"> <li>Conduct the final counseling meeting in private and as a collaborative effort between you and the employee to improve performance. In this conversation, you should: <ol type="a"> <li>Explain clearly the behavior or performance that continues to be a concern.</li> <li>Explain clearly the expected performance or behavior.</li> <li>Allow the employee an opportunity to respond to your comments.</li> <li>Review the action plan and allow the employee to give input. Revise the plan as needed.</li> <li>Provide a reasonable time frame for the employee to improve their performance or behavior, if applicable. (Some behavior must simply not be repeated, so the time frame is “immediate and sustained.”)</li> <li>Explain clearly that if the employee fails to meet expectations within the designated time frame, the next step is dismissal.</li> </ol> </li> </ol> <ol start="4"> <li>Draft a <a class="uwhr-form" target="_blank" href="https://hr.uw.edu/ops/wp-content/uploads/sites/4/2016/07/837_finalcouns_followupmem.doc">Final Counseling Follow-Up Memo (MS Word)</a> and final action plan. The memo and action plan must be reviewed by your HR consultant prior to finalizing and sending them to the employee.</li> </ol> <ol start="5"> <li>Schedule regular check-in meetings to provide feedback during the action plan’s timeline.</li> </ol> <ol start="6"> <li>Review the employee’s action plan and give feedback continually on the employee’s progress toward performance improvement. Document all feedback.</li> </ol> <p class="uwhr-toc-top-btn"><a target="_blank" href="https://hr.uw.edu/ops/performance-management/corrective-action/#toc">Return to top</a></p><h4 id="dismissal">Dismissal</h4> <p>Dismissal is appropriate if the employee’s performance or behavior:</p> <ul> <li>Doesn’t improve with progressive corrective action</li> <li>Is so severe or unacceptable that progressive corrective action is not appropriate</li> </ul> <p>Contact your HR consultant when you determine that dismissal may be appropriate. Work closely with your HR consultant through every step of the dismissal process.</p> <h5><strong>Steps for dismissal</strong></h5> <ol> <li>Work with your HR consultant to: <ol type="a"> <li>Prepare a <a class="uwhr-form" target="_blank" href="https://hr.uw.edu/ops/wp-content/uploads/sites/4/2016/07/841_dismissrecltr.doc">Recommendation for Dismissal (MS Word)</a> letter, stating the reasons you are recommending the employee be dismissed. Your HR consultant is responsible for obtaining appropriate legal and internal review of the dismissal recommendation letter.</li> <li>Prepare the <a class="uwhr-form" target="_blank" href="https://hr.uw.edu/ops/wp-content/uploads/sites/4/2016/08/Classified_Pre-Determination-Meeting-Memo.doc">Predetermination meeting memo (MS Word)</a> to the employee, advising them of the recommended dismissal. The memo should also state that the employee can: <ul> <li>Bring representation with them to the meeting</li> <li>Present information orally or in writing as to why they shouldn’t be dismissed</li> </ul> </li> </ol> </li> </ol> <ol start="2"> <li>Send the predetermination meeting memo to the employee. Be sure to follow any notice timelines required by the employee’s collective bargaining agreement, if applicable.</li> </ol> <ol start="3"> <li>Forward the recommendation for dismissal letter to your appointing authority (dean, vice president, vice provost, medical center CEO, or delegated official).</li> </ol> <ol start="4"> <li>Conduct the predetermination meeting. You (or your appointing authority or designee), your HR consultant, the employee, and the employee’s representative of choice should all attend. During the meeting, allow the employee or the employee’s representative to provide any information the employee believes the appointing authority (or designee) should consider prior to making a decision on the recommendation to dismiss.</li> </ol> <ol start="5"> <li>Review the employee’s written or oral response to the dismissal recommendation after the meeting. With your HR consultant, determine whether to proceed with dismissal. If the decision is to dismiss, your HR consultant prepares an action letter. An action letter is the official notice of dismissal and must be signed by the appointing authority.</li> </ol> <ol start="6"> <li>Deliver the action letter in person to the employee. Arrange to have another individual present to witness the delivery of the letter. Document the names of both the person who delivers the action letter to the employee and the person who witnesses the delivery, as well as the date and time of the delivery. If an in-person delivery is not possible because the employee is not at work, the action letter must be sent by certified regular mail to the employee’s most recent address of record.</li> </ol> <ol start="7"> <li>Work with your HR consultant to complete all remaining steps related to the employee’s separation.</li> </ol> <p class="uwhr-toc-top-btn"><a target="_blank" href="https://hr.uw.edu/ops/performance-management/corrective-action/#toc">Return to top</a></p><h4 id="additional-resources">Additional resources</h4> <h5><strong>UW policies</strong></h5> <ul> <li><a href="http://www.washington.edu/admin/rules/policies/APS/43.16.html" target="_blank" rel="noopener">APS 43.16</a> Corrective Action Policy for Permanent Classified Non-Union Staff Covered by State Department of Personnel Rules</li> <li><a href="http://www.washington.edu/admin/rules/policies/APS/43.13.html" target="_blank" rel="noopener">APS 43.13</a> Probation and Trial Service Policy for Classified Non-Union Staff</li> <li><a href="http://www.washington.edu/admin/rules/policies/APS/43.14.html" target="_blank" rel="noopener">APS 43.14</a> Performance Management Policy for Classified Non-Union Staff</li> <li><a target="_blank" href="http://hr.uw.edu/ops/performance-management/supervisor-guide/">Performance management supervisor guide</a></li> <li><a target="_blank" href="http://hr.uw.edu/ops/performance-management/work-performance-for-employees/">Employee work performance</a></li> </ul> <h5><strong>Civil service rules</strong> (classified non-union staff)</h5> <ul> <li><a href="http://apps.leg.wa.gov/WAC/default.aspx?cite=357-40" target="_blank" rel="noopener">WAC 357-40</a> (discipline)</li> <li><a href="http://apps.leg.wa.gov/WAC/default.aspx?cite=357-19" target="_blank" rel="noopener">WAC 357-19</a> (trial service and probationary periods)</li> <li><a href="http://apps.leg.wa.gov/WAC/default.aspx?cite=357-37" target="_blank" rel="noopener">WAC 357-37</a> (performance management)</li> </ul> <p><a target="_blank" href="http://hr.uw.edu/labor/unions">Collective bargaining agreements</a></p> <p><a target="_blank" href="http://hr.uw.edu/professional-staff-program/">Professional Staff Program</a></p> <p>Employees needing support regarding corrective action can contact their <a target="_blank" href="http://hr.uw.edu/contact-us/">HR consultant</a> or the <a href="https://www.washington.edu/ombud/" target="_blank" rel="noopener">Office of Ombud</a>.</p> <p>Benefits-eligible employees having personal issues affecting their job performance can contact <a target="_blank" href="http://hr.uw.edu/worklife/uw-carelink/">UW CareLink</a>, the University’s employee assistance program, which provides confidential counseling.</p> <p class="uwhr-toc-top-btn"><a target="_blank" href="https://hr.uw.edu/ops/performance-management/corrective-action/#toc">Return to top</a></p> </article> <aside class="uwhr-sidebar" role="complementary"> <div id="text-5" class="widget widget_text"><h4>Questions?</h4> <div class="textwidget"><p>Contact your <a target="_blank" href="http://hr.uw.edu/contact-us/">HR consultant</a>.</p> </div> </div> <div class="widget"><h4 class="beefy gold">Related documents</h4> <p><a class="uwhr-form link-file link-file-word" target="_blank" href="https://hr.uw.edu/ops/wp-content/uploads/sites/4/2016/07/817_actionplaninstr.doc">Corrective Action Plan Instructions and Form</a><br> <a class="uwhr-form link-file link-file-word" target="_blank" href="https://hr.uw.edu/ops/wp-content/uploads/sites/4/2016/07/821_actionplan.doc">Corrective Action Plan Form Only</a><br> <a class="uwhr-form link-file link-file-word" target="_blank" href="https://hr.uw.edu/ops/wp-content/uploads/sites/4/2016/07/825_formalcouns_mem.doc">Formal Counseling Memo Scheduling Notice</a><br> <a class="uwhr-form link-file link-file-word" target="_blank" href="https://hr.uw.edu/ops/wp-content/uploads/sites/4/2016/07/829_formalcouns_followupmem.doc">Formal Counseling Session Follow-Up Memo</a><br> <a class="uwhr-form link-file link-file-word" target="_blank" href="https://hr.uw.edu/ops/wp-content/uploads/sites/4/2016/07/833_finalcouns_mem.doc">Final Counseling Memo Scheduling Notice</a><br> <a class="uwhr-form link-file link-file-word" target="_blank" href="https://hr.uw.edu/ops/wp-content/uploads/sites/4/2016/07/837_finalcouns_followupmem.doc">Final Counseling Follow-Up Memo</a><br> <a class="uwhr-form link-file link-file-word" target="_blank" href="https://hr.uw.edu/ops/wp-content/uploads/sites/4/2016/07/841_dismissrecltr.doc">Recommendation for Dismissal</a></p> </div></aside> <nav class="uwhr-accordion-menu" id="pageNav" aria-label="Site Menu" tabindex="-1"><ul><li class="nav-item"><a target="_blank" class="nav-link first" href="https://hr.uw.edu/ops" title="Permanent Link to HR Operations">HR Operations</a></li> <li class="nav-item"><a target="_blank" class="nav-link nav-link-4707 nav-external-link" title="Resources for employee recognition" 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Share a Vision. One of the best things you can do when communicating change is share a vision of how the organization can benefit from the transition. Individuals need to know the change is both good for them and the company overall.
What is one of the most effective ways to overcome resistance to change quizlet?Participation is often the most effective technique for overcoming resistance to change. Employees who participate in planning and implementing a change are better able to understand the reasons for the change.
Which of the following is a method to overcome resistance to change?Education and Effective Communication: This is one of the commonest techniques for minimizing resistance to change by educating people and promoting awareness through effective communication regarding the benefits of a planned change.
How would you resolve a conflict with your supervisor?3 Steps to Better Handle Conflict with Your Boss. Acknowledging and Respecting the Other's Position. Put all of your initial energy into understanding, appreciating, and empathizing with their point of view. ... . Framing the Discussion by Articulating a Common Goal. ... . Asking if You Can Share Your Viewpoint.. |
What supervisory action is most important for getting employees to respond favorably to change?
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