Agenda - 01-21-1992 - Laserfiche WebLink

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improvements may result in dismissal. In administering this policy, department heads and /or supervisors should be aware that, in part, the intent of this policy is to assist and promote improved employee performance, rather than to punish. 4.3.1 Oral Warning The Department Head and /or supervisor is responsible for assuring the satisfactory performance of work assigned to their department. When, in the judgment of the department head and /or supervisor, unsatisfactory performance occurs, then use of the disciplinary process may be appropriate. In a private discussion with the employee, the supervisor shall do the following: (1) Inform the employee that this is a warning, and not some other nondisciplinary process such as counseling; (2) Inform the employee of the specific performance deficiencies that are the basis; (3) Tell the employee what specific improvement must be made to correct the unsatisfactory performance; (4) Let the employee know what time is being allowed to make the required improvement; (5) Tell the employee of the consequences of failing to make the required improvements; NOTE: It is a recommended personnel practice to allow the employee to respond to the specific reasons for the warning. in some cases the response may affect the department head and /or supervisor's decision on whether to discipline the employee. Supervisors should also record the date and specifics of the warning for possible future use. 4.3.2 Written Warning In a private meeting with the employee the department head and /or supervisor shall: (1) Conduct a disciplinary conference with the employee; this disciplinary conference should follow the same steps as set forth for an oral warning; (2) Tell the employee that they will receive a written warning covering all w