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Personnel Corrective Action Template Guidelines: Enter The Requested Information in The Text Form Fields

The document provides guidelines for supervisors on how to prepare, conduct, and document a corrective action meeting with an employee using a personnel corrective action template form. The supervisor completes the first three sections of the form before meeting with the employee. During the meeting, the remaining sections are completed, including notes on the discussion and employee responses. Once signed by both the employee and supervisor, the completed form becomes the official documentation of the corrective action.

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50 views11 pages

Personnel Corrective Action Template Guidelines: Enter The Requested Information in The Text Form Fields

The document provides guidelines for supervisors on how to prepare, conduct, and document a corrective action meeting with an employee using a personnel corrective action template form. The supervisor completes the first three sections of the form before meeting with the employee. During the meeting, the remaining sections are completed, including notes on the discussion and employee responses. Once signed by both the employee and supervisor, the completed form becomes the official documentation of the corrective action.

Uploaded by

vikramnathawat
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 11

Personnel Corrective Action Template Guidelines

INSTRUCTIONS: Supervisors

may use form 705, Personnel Corrective Action Template, as a guide to help
prepare for, conduct, and document corrective action. The supervisor completes the first three sections of
the form, except for Employee Response, before the performance discussion with employee. When the
preparation is completed, the form is then used as talking points to conduct the actual discussion with the
employee. The remaining sections of the form are completed during the discussion. When completed
with employee response and acknowledgment, the form becomes documentation of the discussion. No
additional documentation is necessary unless required by department.
I. Employee Information
Enter the requested information in the text form fields
Name

Title

UIN

Work Unit

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Department

II. Background
Previous communications with employee about this issue [Date(s) and Topic(s)]:

Briefly note any previous communications about this issue and the dates occurred.
Previous communications may include emails, staff meetings, one-to-one meetings, departmentwide communications, training, etc.
If addressed through corrective or disciplinary action, list dates and general topic.

III. Specific Information


Expected Job Performance:

Define Expected Job Performance as it relates to rules and regulations, standards of conduct
and/or job duties/tasks

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Employee response:

The supervisor records, as near verbatim as possible, any response the employee may offer.

Actual Job Performance:

Use specific, behavioral terms to describe the Actual Job Performance in the text form field
Stick to the facts; do not express judgments or opinions
Use this section to demonstrate the gap between what is expected and what actually happened

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Employee response:

Organizational effects of actual performance:

Describe the Organizational Effects of the actual performance on the work unit, department
and/or University in the text form field
Examples include: Productivity, teamwork, customer service, department goals, burden on coworkers, compliance requirements, and impact on funding/budget.

Employee response:

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Individual effects of continued inappropriate job-related conduct or job performance: Jeopardizes merit raises or
promotions and may result in further corrective action or in disciplinary action up to and including
termination.
Employee response:

Individual Effects is a set field and no entry, other than employee response if offered, is required

Other factors to consider in evaluating this issue:


Length of service
Changes to work environment
Need to consult with others
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Overall work record


Skill level or training
Recent discussions about this or other issues
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Impact of these factors on my decision:

Use the check boxes to identify Other Factors that you have considered in evaluating this issue
Describe the Impact of these factors on your decision in the text form field
Factors may be viewed as positively or negatively impacting the supervisors assessment and
decision depending on the context and individual circumstances of the employee.

Corrective Action Plan:

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Prepare directives that you believe will resolve the performance problem; enter them in the text
form field
Think SMART. Plan should include actions that are specific, measurable, action-oriented,
realistic, and time driven (if appropriate)
When discussing the plan with the employee, ask for ideas to resolve the performance problem,
and be prepared to offer additional suggestions. Modify the written plan of action if needed
Include language stating supervisor will follow up as needed.
Reinforce the employees responsibility to follow the plan and to correct inappropriate
performance

IV. Key questions asked during the corrective action meeting (Y/N)

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Do you understand the requirements of the action plan?

Can you meet the requirements of the action plan?

Do you agree to meet the requirements of the action plan?

The employees Yes or No response to these questions invites further clarification and encourages
commitment to resolution of the performance problem
If you feel a personal problem is contributing to this job-related conduct or job performance
issue, you are encouraged to contact the Texas A&M Employee Assistance Program at (979) 8453711.

Using the terminology provided above, offer the employee the opportunity to contact the TAMU
Employee Assistance Program; however, do not require the employee to do so.
V. Signatures
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Supervisor Name

Supervisor Signature:

Print or type name of supervisor delivering corrective action


Date:
Next Higher Level Supervisor

Next Higher Level Supervisor Signature:

Print or type name of next level approver of corrective action


Date:

VI. Acknowledgments for receipt of a copy of this document


Employee Name
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Employee Signature:
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Print or type name of employee

Date:
Witness Name

Witness Signature:

Print or type name of witness

It is recommended to have another supervisor


present for the meeting as a witness. This
supervisors role is as observer only and not as a
participant in the discussion between employee
and supervisor.

If the employee refuses to acknowledge receipt,


the witness may acknowledge the employee was
provided a copy of the corrective action.
Date:

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Finalize the documentation


Discuss the procedure, whether they will wait if you need to finish the notes or leave and return

Distribute completed copies as directed on form 705:

Copy to employee

Copy to supervisor

Original to Employees Official Personnel Records

Contact Employee Relations at 979-862-4027 for assistance and additional guidance

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