1. CULTURE CORE VALUESPERSONALITYFUTURE CULTURE CORE VALUESPERSONALITYFUTURE Performance Management & Corrective Discipline

2. CULTURE CORE VALUESPERSONALITYFUTURE Objective The objective of this training is to provide effective performance management guiding principles to supervisors and managers that lead to high performance teams

3. CULTURE CORE VALUESPERSONALITYFUTURE Agenda 1.Performance management 2.Setting expectations 3.Common perform deficiencies 4.Counseling 5.Choosing the path 6.Corrective discipline 7.PIP 8.Best practices

4. CULTURE CORE VALUESPERSONALITYFUTURE Performance Management The job related activities expected of a worker and how well those activities were executed

5. CULTURE CORE VALUESPERSONALITYFUTURE Setting Performance Expectations Department role in company’s overall strategic plan Individual goals and objectives Communicating individual’s key responsibilities and expectations What does success look like?

6. CULTURE CORE VALUESPERSONALITYFUTURE What does our handbook say?

7. CULTURE CORE VALUESPERSONALITYFUTURE Common Deficiencies Tardiness Sick again? Fights with peers Missed deadlines Did not meet sales goals Bad audit scores Sleeping on the job

8. CULTURE CORE VALUESPERSONALITYFUTURE Counseling 1.The act of exchanging opinions and ideas; consultation 2.Advice or guidance, especially as solicited from a knowledgeable person. 3.The act of providing guidance

9. CULTURE CORE VALUESPERSONALITYFUTURE Deciding the Path Performance Counseling PIP/documented action Transition/ change Misconduct Counseling Documented disc action Discharge

10. CULTURE CORE VALUESPERSONALITYFUTURE Behavior Management Performance/ Behavior Identified Is the issue a skill deficiency Yes PIP No Corrective Discipline

11. CULTURE CORE VALUESPERSONALITYFUTURE Corrective Discipline Progressive discipline 1.Regular feedback documented (e-mails, memos, etc.) 2.Documented verbal warning 3.Documented written warning 4.Documented final warning 5.Suspension (as appropriate) 6.Dismissal Partner with HR for suggestions and Recommendations regarding the strategy and appropriate process to follow

12. CULTURE CORE VALUESPERSONALITYFUTURE What is the offense?? Minor Offenses Major offenses SuspensionDischarge Operation’s jeopardy Safety /health hazard Loss of revenue Expense to the company Past offenses Verbal/written warning Substantial violation Interference with operations Health/safety hazard Affect on morale Affect on productivity Past offenses Written warning/Discharge Substantial violation Interference with operations Health / safety hazard Investigation is needed Suspension with or without pay Substantial violation Past offenses Repetitive violations Findings on investigation Hazard Is this case documented ??

13. CULTURE CORE VALUESPERSONALITYFUTURE Considerations before a corrective discussion Do you have all the facts? Ask questions. Give the team member an opportunity to explain Were expectations properly communicated to the team member? If the infraction is repetitive, has the team member been counseled properly and aware of the policies? Has the case been properly documented?

14. CULTURE CORE VALUESPERSONALITYFUTURE Corrective Discipline Form

15. CULTURE CORE VALUESPERSONALITYFUTURE Performance Improvement Plan - PIP

16. CULTURE CORE VALUESPERSONALITYFUTURE Performance Discussions Prepare and practice Schedule the discussion whenever possible and appropriate Choose the right location, in private and with witnesses as needed. Be constructive. Be professional, stay focused on the issue, not the person Don’t make it personal Be brief and to the point Re-set expectations Do not negotiate standards

17. CULTURE CORE VALUESPERSONALITYFUTURE Best Practices Set the right expectations Communicate and provide feedback on a regular basis Recognize and reinforce positive behaviors and accomplishments Document conversations, incidents and feedback discussions Be proactive Be consistent Don’t set precedents Partner with HR Model our Prism core values Follow up with the employee

18. CULTURE CORE VALUESPERSONALITYFUTURE