Corrective Action
Among the most challenging and important tasks a supervisor will encounter is managing employee performance or behavioral issues that require corrective action (informal and formal). Just as it is the supervisor's responsibility to recognize and reward good performance, it is also the supervisor's responsibility to address and correct poor performance or behavioral issues as they occur.
The corrective action process involves progressive steps typically beginning with the lowest severity action, to address performance and behavior problems. The purpose of administering corrective action is to formally notify the employee that they are not meeting expectations and to give the employee an opportunity to improve. As a result, it is important for the supervisor to clearly identify the gap between what is expected, and the actual performance/behavior exhibited by the employee. Ideally, an environment of understanding is established, and the employee will be encouraged to commit to improvement and take responsibility for solving the problem.
After administering corrective action, it is necessary for supervisors to continue monitoring the employee's performance and/or behavior and be prepared to recognize significant improvements, as well as discuss any ongoing deficiencies. Following-up with the employee sends a message that the supervisor is serious and cares about the employee's success. It also increases the employee’s chance for improvement.
The information on this page will provide you with the information necessary to make and implement sound decisions regarding corrective action.
Effective Corrective Action
The forms listed below were created to assist supervisors in addressing performance and behavioral issues in a timely, professional and consistent manner. These forms may be used to document a verbal warning or a written warning.
Supervisors are required to document and discuss performance and behavioral issues with employees when they occur. At a minimum, the following points need to be concisely documented and then clearly discussed in private with the employee (union representation if applicable should be offered for a corrective action meeting when the employee has a reasonable belief that the meeting may result in corrective action):
· specific events and facts that led up to the corrective action
· moving forward, the expectations for employee improvement
· consequences if there is no improvement
Supervisors who are considering a suspension or termination must first review the situation with Human Resources. With the exception of full-time Faculty, all suspensions and terminations are implemented by Human Resources. Prior to suspension or termination, a due process meeting will be conducted by Human Resources. Faculty suspensions and terminations are implemented by the appropriate level of supervisor with assistance from Human Resources. Prior to a Faculty suspension or termination, a due process meeting will be conducted by the appropriate level of supervisor, which may include assistance from Human Resources.
If you have questions about administering Effective/Positive Corrective Action please contact Kevin Kralj at 330-941-2216 or by email at kmkralj01@ysu.edu.
Corrective Action Instructions
Please be certain to select the appropriate Corrective Action form. There are forms for ACE, APAS, Faculty and FOP. Finally, there are forms to be used for all other University employees. Additionally, there are forms that can be used to schedule Corrective Action meetings and then document the Corrective Action meetings.
Once you access the applicable form, click the download button to access the form. Corrective Action forms are WORD based. Save the form to your computer in a secure file prior to editing/filling out. Do not save the form to a shared drive or shared computer. Rename the document you create with the employee’s name and save it as a WORD file to your computer in a secure file.
You must fully complete the Corrective Action forms prior to meeting with the employee and then follow up with the employee. You may attach any supporting documentation (i.e. attendance reports, tardiness records, performance plans, etc.).
You must administer Corrective Action in person with the employee. Corrective action meetings for employees who are working remotely can be held electronically. As stated above, union representation, if applicable, should be offered for a corrective action meeting when the employee has a reasonable belief that the meeting may result in corrective action.
Retain a copy of any Corrective Action form for your records. Provide a copy to the employee (If providing electronically provide a PDF copy), those listed on the Corrective Action form, and forward the original to Human Resources.
Any questions with regard to the Corrective Action, Corrective Action forms, collective bargaining agreements or University policy may be directed to Kevin Kralj at 330-941-2216 or by email at kmkralj01@ysu.edu.
Corrective Action forms
ACE
- Sample Email (set up a meeting for informal verbal warning or written reprimand)
- Informal Verbal Warning Template
- Written Reprimand Template
APAS
- Sample Email (set up a meeting for informal verbal warning or written reprimand)
- Verbal Warning Template
- Written Reprimand Template
Faculty
- Email to Set Up Informal Resolution Meeting / Email to Follow Up on Informal Resolution Meeting
- Email to Set Up Verbal Counseling Meeting / Email to Follow Up on Verbal Counseling Meeting
- Email to Set Up Written Warning Meeting / Email to Follow Up on Written Warning Meeting
- Email to Set Up Written Reprimand Meeting / Email to Follow Up on Written Reprimand Meeting
FOP
- Sample Email (set up a meeting for informal verbal warning or written reprimand)
- Informal Verbal Warning Template
- Written Reprimand Template
Other University Employees
- Sample Email (set up a meeting for informal verbal warning or written reprimand)
- Informal Verbal Warning Template
- Written Reprimand Template