#49 Lack of Communication with Supervisor
A fund-raising employee falls far behind in his work, yet fails to inform his supervisor until the supervisor learns of the situation on his own.
PERFORMANCE CORRECTION NOTICE
Employee Name: Bill Carroll |
Department: Fund-raising |
Date Presented: April 7, 2017 |
Supervisor: John Fallon |
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:Lack of communication with supervisor
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.
Bill,
On February 7, Peter Winters and I discussed with you your responsibility to communicate with us concerning any problems with your work (especially prioritizing your workload and meeting deadlines regarding matching gifts). I stated at that time that your performance must improve and that the meeting served as an official warning.
Yesterday, I asked you where you were on the status of matching gifts because I hadn’t seen any matching gifts recently that required my approval. You stated that you had “a couple current,” hesitated, and then said that you had older documents that needed research. At that point, I told you that you had to stop everything and bring all documents to me. When you brought your documents to me for review, I found that they were very old—in some cases four months old. When I asked you why you hadn’t communicated the status of those documents to me, you vaguely stated that you were busy. In addition, you acknowledged that you knew you had these outdated documents on your desk and that it was important to get them out.
Departmental policy dictates that matching gifts documentation is to be turned around within twenty-four to forty-eight hours. Consequently, you have failed to meet department performance standards on two accounts: First, your work was seriously delinquent, and second, you consciously chose not to communicate the status of your workload and the fact that you needed help.
PERFORMANCE IMPROVEMENT PLAN
1. Measurable/Tangible Improvement Goals: Bill, I expect you to meet the twenty-four- to forty-eight-hour turnaround time with no exceptions from this point on. More important, I expect you to always clearly communicate the status of work on your desk and to let me know if things are falling behind so that I can assist you personally or redistribute the work to other staff members.
2. Training or Special Direction Provided: I want you to check with me once a week for the next three weeks regarding the status of work on your desk. In those meetings, I require that you identify any areas of matching gifts processing that you are having trouble mastering so that I can ensure your thorough understanding of the system.
3. Interim Performance Evaluation Necessary? No—your annual review is due in two weeks.
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: If in the next ninety days you fail to complete the timely turnaround of work on your desk, or if you violate any standards of performance and conduct, you will be placed in a ninety-day probationary period. If you fail to meet performance standards while in that probationary period, you may be dismissed. In addition, if you ever again fail to communicate your needs to me or allow your work to suffer because of that, disciplinary action up to and including dismissal may result. A copy of this document will be placed in your personnel file.
Scheduled Review Date: April 14, 2017
EMPLOYEE COMMENTS AND/OR REBUTTAL
EMPLOYEE ACKNOWLEDGMENT GOES HERE