Progressive disciplinary process
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progressive disciplinary action plan with template
Rubric Detail
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Content
Name: w07a1
Description: Progressive Disciplinary Process
| Unacceptable( Below60%) | Needs Improvement(60-69%) | Satisfactory(70-79%) | Competent(80-89%) | Exemplary(90-100%) | |
|---|---|---|---|---|---|
| Document first conversation with employee that describes employee performance problem, includes detailed corrective and positive feedback, and sets future expectations. |
Points: 0 (0.00%) Does not document first conversation with employee. Feedback: |
Points: 31.2 (19.50%) Documents first conversation with employee that identifies the employee performance problem but fails to set future expectations and offer performance-related feedback. Feedback: |
Points: 36 (22.50%) Documents first conversation with employee that identifies employee performance problem and sets future expectations but lacks constructive and positive feedback. Feedback: |
Points: 40.8 (25.50%) Documents first conversation with employee that describes employee performance problem and sets future expectations but lacks detail about how feedback is both corrective and positive. Feedback: |
Points: 48 (30.00%) Documents first conversation with employee that describes employee performance problem, includes detailed corrective and positive feedback, and sets future expectations. Feedback: |
| Describe steps for discipline that are progressive, contain clear consequences, and are connected to descriptions of employee performance. |
Points: 0 (0.00%) Does not identify steps for employee discipline that are progressive in their consequences. Feedback: |
Points: 31.2 (19.50%) Identifies steps for employee discipline that are not progressive or not clearly tied to performance. Feedback: |
Points: 36 (22.50%) Identifies steps for employee discipline that are progressive but lack description of consequences and/or employee performance. Feedback: |
Points: 40.8 (25.50%) Describes steps for employee discipline that are progressive in their consequences but with descriptions of employee performance that need elaboration. Feedback: |
Points: 48 (30.00%) Describes steps for employee discipline that are progressive in their consequences and connected to descriptions of employee performance. Feedback: |
| Recommend employee consequences for performance issues that are supported by documented incidents. |
Points: 0 (0.00%) Does not make a recommendation about employee consequences for the company director. Feedback: |
Points: 31.2 (19.50%) Recommends employee consequences for performance issues, but the recommendation is not supported by documentation entries or the progressive disciplinary plan; or, it does not align with the performance issues described. Feedback: |
Points: 36 (22.50%) Recommends employee consequences for performance issues that align to the progressive disciplinary plan but at least one documentation entry needs elaboration or does not support the recommendation. Feedback: |
Points: 40.8 (25.50%) Recommends employee consequences for performance issues that align to the progressive disciplinary plan and are supported by documented incidents, but minor details are missing or incorrect. Feedback: |
Points: 48 (30.00%) Recommends employee consequences for performance issues that align to the progressive disciplinary plan and are supported by documented incidents. Feedback: |
| Clarity, writing mechanics, and formatting requirements. |
Points: 0 (0.00%) Writing has spelling, punctuation, and grammatical errors; fragments, comma splices, and run-ons throughout that distract from the message. Nine or more errors present. Feedback: |
Points: 10.4 (6.50%) Writing has numerous spelling, punctuation, and grammatical errors; fragments, comma splices, and run-ons. 7–8 errors present. Feedback: |
Points: 12 (7.50%) Writing has distracting spelling, punctuation, and grammatical errors; fragments, comma splices, and run-ons. 5–6 errors present. Feedback: |
Points: 13.6 (8.50%) Writing has minor spelling, punctuation, and minor distracting grammatical errors; fragments, comma splices, and run-ons. 3–4 errors present. Feedback: |
Points: 16 (10.00%) Writing has negligible spelling, punctuation, and grammatical errors; fragments, comma splices, and run-ons. 0–2 errors present. Feedback: |
Show Descriptions
Show Feedback
Document first conversation with employee that describes employee performance problem, includes detailed corrective and positive feedback, and sets future expectations.–
Levels of Achievement:
Unacceptable( Below60%)
0 (0.00%) points
Does not document first conversation with employee.
Needs Improvement(60-69%)
31.2 (19.50%) points
Documents first conversation with employee that identifies the employee performance problem but fails to set future expectations and offer performance-related feedback.
Satisfactory(70-79%)
36 (22.50%) points
Documents first conversation with employee that identifies employee performance problem and sets future expectations but lacks constructive and positive feedback.
Competent(80-89%)
40.8 (25.50%) points
Documents first conversation with employee that describes employee performance problem and sets future expectations but lacks detail about how feedback is both corrective and positive.
Exemplary(90-100%)
48 (30.00%) points
Documents first conversation with employee that describes employee performance problem, includes detailed corrective and positive feedback, and sets future expectations.
Feedback:
Describe steps for discipline that are progressive, contain clear consequences, and are connected to descriptions of employee performance.–
Levels of Achievement:
Unacceptable( Below60%)
0 (0.00%) points
Does not identify steps for employee discipline that are progressive in their consequences.
Needs Improvement(60-69%)
31.2 (19.50%) points
Identifies steps for employee discipline that are not progressive or not clearly tied to performance.
Satisfactory(70-79%)
36 (22.50%) points
Identifies steps for employee discipline that are progressive but lack description of consequences and/or employee performance.
Competent(80-89%)
40.8 (25.50%) points
Describes steps for employee discipline that are progressive in their consequences but with descriptions of employee performance that need elaboration.
Exemplary(90-100%)
48 (30.00%) points
Describes steps for employee discipline that are progressive in their consequences and connected to descriptions of employee performance.
Feedback:
Recommend employee consequences for performance issues that are supported by documented incidents.–
Levels of Achievement:
Unacceptable( Below60%)
0 (0.00%) points
Does not make a recommendation about employee consequences for the company director.
Needs Improvement(60-69%)
31.2 (19.50%) points
Recommends employee consequences for performance issues, but the recommendation is not supported by documentation entries or the progressive disciplinary plan; or, it does not align with the performance issues described.
Satisfactory(70-79%)
36 (22.50%) points
Recommends employee consequences for performance issues that align to the progressive disciplinary plan but at least one documentation entry needs elaboration or does not support the recommendation.
Competent(80-89%)
40.8 (25.50%) points
Recommends employee consequences for performance issues that align to the progressive disciplinary plan and are supported by documented incidents, but minor details are missing or incorrect.
Exemplary(90-100%)
48 (30.00%) points
Recommends employee consequences for performance issues that align to the progressive disciplinary plan and are supported by documented incidents.
Feedback:
Clarity, writing mechanics, and formatting requirements.–
Levels of Achievement:
Unacceptable( Below60%)
0 (0.00%) points
Writing has spelling, punctuation, and grammatical errors; fragments, comma splices, and run-ons throughout that distract from the message. Nine or more errors present.
Needs Improvement(60-69%)
10.4 (6.50%) points
Writing has numerous spelling, punctuation, and grammatical errors; fragments, comma splices, and run-ons. 7–8 errors present.
Satisfactory(70-79%)
12 (7.50%) points
Writing has distracting spelling, punctuation, and grammatical errors; fragments, comma splices, and run-ons. 5–6 errors present.
Competent(80-89%)
13.6 (8.50%) points
Writing has minor spelling, punctuation, and minor distracting grammatical errors; fragments, comma splices, and run-ons. 3–4 errors present.
Exemplary(90-100%)
16 (10.00%) points
Writing has negligible spelling, punctuation, and grammatical errors; fragments, comma splices, and run-ons. 0–2 errors present.
Feedback:
Name:w07a1
Description:Progressive Disciplinary Process
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BUS310 Week 7 Assignment Template |
Progressive Disciplinary Process
Complete this template based on the scenario and instructions in the Week 7 assignment: Progressive Disciplinary Process. You are acting in the role of the Human Resources Manager for a manufacturing company. Each of the sections of this template simulates a document that will be placed in an employee’s personnel file.
1. Record of first conversation with employee
This part of the assignment will be 2–3 paragraphs in length.
Employee Name:
Human Resources Manager:
Date of Interaction with Employee:
Use the area below to describe the communication. It will expand to accommodate the length of your response.
Description of the incident that led to this contact:
Description of the contents of your conversation with the employee:
2. Progressive Disciplinary Plan
This part of the assignment will be one page in length.
Employee Name:
Human Resources Manager:
Date Presented to Employee:
Each of the sections below will expand to accommodate your comments.
1. Describe the incident(s) that led to the creation of this plan.
Falsifying timecards to cover up lateness, leaving work early, and continued tardiness.
2. Purpose of this Plan
3. Describe the progressive steps of the plan, expectations for employee behavior, and consequences of additional incidents.
3. Recommendation and Documentation
This part of the assignment will be one page in length.
a. Recommendation to the Director
Employee Name:
Human Resources Manager:
Date of Recommendation:
Human Resources Manager: Use this space to recommend the action that the company Director should take toward the employee. It will expand to accommodate the length of your response.
b. Record of Prior HR Warnings to Employee
For each warning, include this information: Type of contact (verbal or written), Date, Subject.
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