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:Antagonistic behavior toward a coworker

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.

Marilyn,

Over the last six months, but especially in the past two months, you have engaged in conduct unbecoming a manager. Specifically, you have allowed your interpersonal relationship with another manager in your unit to negatively affect the atmosphere in Information Systems. You have purposely intruded in another manager’s hiring decisions without having all the facts necessary to claim that your staff members were overlooked for the job available. You have also acted on this incomplete information by inciting negative feelings among staff members in your department. One employee felt that you “baited” him to speak poorly about his supervisor when he had just had a disagreement with that individual. Also, your assertiveness can easily be construed as aggressiveness, especially when you are perceived as pressing issues with problems in other units that are in no way under your scope of authority.

PERFORMANCE IMPROVEMENT PLAN

1. Measurable/Tangible Improvement Goals: Marilyn, I expect you, as a manager, to solve problems, not create them. I expect you to demonstrate a commitment to open communications and a friendly work environment. I also expect you to manage your personal feelings about others so that they don’t spill over into the workplace.

2. Training or Special Direction to Be Provided: I will hold a meeting with you and your coworker to air each of your problems and to improve your problem-solving methods when disagreement occurs.

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: Our organization is dedicated to guaranteeing all its employees a friendly work environment. Furthermore, your putting your own needs above the needs of your unit constitutes failure to meet organizational standards of performance and conduct. You are now warned that if you ever again engage in activity that can be construed as meddling in another manager’s affairs, critiquing his decisions or managerial effectiveness, or baiting others to complain about that person, you may be placed on final written warning status. If you fail to meet the standards outlined in this notice while in that final written warning period, disciplinary action up to and including termination may occur. 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