PROGRESSIVE DISCIPLINE FOOD SERVICES ANNUAL ORIENTATION, FOOD SERVICES DIVISION August 11, 2015

PROGRESSIVE DISCIPLINE FOOD SERVICES ANNUAL ORIENTATION, FOOD SERVICES DIVISION August 11, 2015

WHAT WE’RE GOING TO COVER  What is Progressive Discipline  Steps to Progressive Discipline  Different Forms that are used  Incident Log / Documentation  Review the Progressive Discipline Flow Chart  Review Case Scenarios

MENTORING AND COACHING  Most employees, when fairly approached, want to improve their job performance. Training is the key Encourage going to different classes  Approval, acceptance and recognition are better employee motivators than the threat of disciplinary action Give praise Don’t’ forget to say “Thank You”

PROGRESSIVE DISCIPLINE  The purpose of progressive discipline is to improve performance  Should attempt to modify behavior, rather than penalize an employee  Employees must be informed of standards required  Discipline must be progressive  Starts with verbal warnings and progresses to written documentation

STEPS TO PROGRESSIVE DISCIPLINE  Set expectations at the beginning of each school year  Review the Food Services Division’s Employee Handbook Explain each section, discuss with employees to assure understanding Obtain signed cover sheet and return to HR Unit Remind employees of the guidelines when necessary  Newly Hired/Promoted/Transferred Employee Orientation Checklist Review all items

STEPS TO PROGRESSIVE DISCIPLINE CONT. Informal Counseling / Training  Incident Logs – informs the employee of the correct way to perform job assignments and is a training tool only  Conference Memos – identifies what the employee knows or should know, offers assistance, and states consequence if not followed  Letter of Reprimand – informs employee of requirements for improvement  Notice of Unsatisfactory Service (NOUS) – No action (written warning)

STEPS TO PROGRESSIVE DISCIPLINE CONT. WHAT IS DISCIPLINARY ACTION? Disciplinary Action Means:  Any formal disciplinary action that affects an employee’s pay or status and requires Board Action  Suspension – could be anywhere from 1 – 30 calendar days and there may be more than one occurrence of suspension  Demotion to a lower classification  Dismissal from service

DOCUMENTING POOR BEHAVIOR  Start documenting at the very first discussion  At no time should the misbehavior of an employee be ignored  Once you have an unsatisfactory employee, it is YOUR PROBLEM  Union Representatives will ask the Supervisor: “What steps have you taken to help the employee improve?”

INCIDENT LOGS Why use Incident Logs?  Documentation of problems occurring in your cafeteria  Record of informal and/or verbal counseling  Logged and is issued to the employee citing each counseling  Documents your concerns about an employee’s performance  The Incident log is not a disciplinary document but a training document  With no evidence of counseling, it is difficult to impose discipline

EFFECTIVE DOCUMENTATION COMPLETING THE INCIDENT LOG Identify the 4 “W”s and How  When – specific date – 10/13/07 at 10:30 am  Where – in the Faculty Lounge  Who – must provide full name of employees and anyone else involved (student, coworkers, etc.)  What – describe what happened Objectively (behaviors), not subjectively (attitudes)  How – what impact did behavior have on cafeteria operations

DOCUMENTATION IS ESSENTIAL Poor Documentation  Documentation must be specific “Employee needs to take better care of herself” “Employee not a team player” “Employee cusses” “Employee doesn’t follow directions” “Employee causes confusion”

EFFECTIVE DOCUMENTATION  Bad – Maria does not follow directions  Good – On 10/08/12 at 10:00 am, I told Maria to pan 150 burritos for lunchtime. At 11:00 am, I walked over and found she had not panned a single burrito. Lunch is supposed to be served at 11:15 am. This made a hardship on staff as we had to prepare other food to serve the children in 15 minutes.  Bad – Melissa Smith got mad and yelled at Sonia Hernandez  Good – Melissa Smith came within two inches of Sonia Hernandez’s face, pointed her finger towards Sonia’s eye and yelled, “I’m tired of your silly ass.”

SAMPLE INCIDENT LOGS

SAMPLE INCIDENT LOGS CONT

SAMPLE INCIDENT LOGS CONT.

DISCIPLINARY CHART COLUMN DESCRIPTIONS  Causes Personnel Commission rule that has been violated. A brief description defining the rule is included  Document What type of document must be used in either providing “mentoring/coaching” or “discipline”  Action Describes the action plan for correction  Training by Whom Identifies who must provide training, mentoring, counseling  Disciplinary Action by Whom Identifies individual(s) responsible for performing corrective action

SAMPLE CHART 902A 4. DERELICTION / INATTENTION TO DUTY Level 1 Fails to meet minimum expectations for work performance DocumentActionTraining Disciplinary Action 1st Occurrence Incident Log/ Training Log Verbal correction by SFSM/SRFSW - refer to training documents/rules/procedures for mgrs schedule record keeping class/FSDC/Application training SFSM/ SRFSW N/A 2nd Occurrence Conference Memorandum / NOUS No Action SFSW or SFSM or AFSS HR Rep 3rd Occurrence NOUS with action (suspension/dismissal) Pre-disciplinary meeting with AFSS/HR Rep/Admin Review CM/AFSSHR Rep

CASE SCENARIOS – IDENTIFY WHAT 902A CAUSE AND WHAT LEVEL (1 OR 2 ) 1.Employee states, “I’m not washing those dishes B!%ch” 2.Employee yells at another employee and asks her, “Let’s take it outside” 3.Employee stole case of chicken wings

CASE SCENARIOS – IDENTIFY WHAT 902A CAUSE AND WHAT LEVEL (1 OR 2 ) 1.Employee states, “I’m not washing those dishes B!%ch” 2.Employee yells at another employee and asks her, “Let’s take it outside” 3.Employee stole case of chicken wings

WHAT WE COVERED  What is Progressive Discipline  Steps to Progressive Discipline  Different Forms that are used  Incident Log / Documentation  Review the Progressive Discipline Flow Chart Difference between Level 1 and Level 2  Understand what to do/who to contact by using the Progressive Discipline Flow Chart