PERFORMANCE CORRECTION NOTICE

DISCIPLINARY LEVEL

Verbal Correction—(To memorialize the conversation.)

Written Warning—(State nature of offense, method of correction, and action to be taken if offense is repeated.)

Investigatory Leave—(Include length of time and nature of review.)

Final Written Warning

Without decision-making leave

With decision-making leave (Attach memo of instructions.)

With unpaid suspension

SUBJECT:Insubordination

Policy/Procedure Violation

Performance Transgression

Behavior/Conduct Infraction

Absenteeism/Tardiness

PRIOR NOTIFICATIONS

Incident Description and Supporting Details: Include the following information: Time, Place, Date of Occurrence, and Persons Present as well as Organizational Impact.

Pam,

After conducting a detailed investigation involving your annual performance appraisal, I have determined that the following actions needed to be addressed.

First, the way in which you chose to handle your rebuttal was in direct conflict with the chain of command that you are to follow. Any response or rebuttal to your supervisor’s evaluation of your performance should have been brought directly to her. Your decision to send your rebuttal to other individuals not directly involved in the appraisal process was inappropriate and against company policy.

Second, you wrote down in your rebuttal that your supervisor “. . . constantly criticizes her supervisor, Dr. Smith, behind her back, as well as Dr. Smith’s peers, including Drs. Jones, Winchester, and Chang.” By sharing this written rebuttal with the doctors in question, you deliberately attempted to sabotage your direct supervisor’s reputation. Such poor judgment and vindictiveness violate our organization’s standards of performance and conduct.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: I expect you to support this institution’s clinical and research efforts by respecting your coworkers and supervisors at all times and by exercising sound judgment in communicating your needs to others. I expect you to communicate with your supervisor, your department head, or the Human Resources Department if you ever feel frustrated with interpersonal relationships or in need of advice. Furthermore, as I have verbally shared with you, I highly recommend that you apologize to your supervisor and to the other members of the management team whom you involved in this.

2. Training or Special Direction Provided: Attached is policy 2.30, Company Standards of Behavior and Conduct, along with policy 2.67, Dispute Resolution Procedures. Please read these policies immediately and see me tomorrow if you have any questions about them.

3. Interim Performance Evaluation Necessary? No

4. Our Employee Assistance Program (EAP) provider, Prime Behavioral Health Group, can be confidentially reached to assist you at (800) 555-5555. This is strictly voluntary. A booklet regarding the EAP’s services is available from Human Resources.

5. In addition, I recognize that you may have certain ideas to improve your performance. Therefore, I encourage you to provide your own Personal Improvement Plan Input and Suggestions:

(Attach additional sheets if needed.)

OUTCOMES AND CONSEQUENCES

Positive: I will remain available to help you and discuss areas where you require additional support. If you meet your performance goals, no further disciplinary action will be taken regarding this issue.

Negative: You are now being placed on formal written notice that if you again fail to follow the appropriate chain of command when communicating with your supervisors, disciplinary action up to and including dismissal may occur.

In addition, because you demonstrated an intent to damage your supervisor’s reputation among her peers, you are being placed on a five-day²⁰ suspension without pay. You are not to report to work from Monday, January 11, through Friday, January 15. Should you ever again slander, malign, defame, or otherwise speak negatively about your supervisor, senior management, or your subordinates, you may be immediately discharged for cause. A copy of this document will be placed in your personnel file.

Scheduled Review Date: None

EMPLOYEE COMMENTS AND/OR REBUTTAL

EMPLOYEE ACKNOWLEDGMENT GOES HERE

Note: Since this is a final written warning, insert this sentence in the Employee Acknowledgment: “I also agree that if I do not meet the standards outlined in this warning, I will voluntarily resign or be discharged for cause.”