Supervisor'S Performance Review Handbook Page 30
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90PROCEDURE 5-25
PAGE 2 OF 3
b. For repeated job performance offenses and/or serious misconduct the supervisor will
complete an updated performance review. The appropriate areas on the performance
evaluation form equating to the offenses or conduct violations will be marked as
“Unsatisfactory” with supporting documentation. The supervisor will develop with the
assistance of HR a specific development or remediation plan of actions and dates to assist
the employee in correcting the performance issues. Depending upon the frequency of the
performance offense and/or the seriousness of the misconduct, the employee may be placed
also on probation. (See next step for details).
c. One specific development action for a disciplined employee may be that he/she be
directed to the Employee Assistance Program for performance support
commensurate to the performance violation. In such cases attendance and
completion of the rehabilitative support plan may be a condition of continued
employment. (See Drug Free Policy, PRO 5-24, for other information regarding
EAP.)
3. Probation and/or Suspension
An employee may be placed on probation as a result of serious misconduct or based upon the
degree and frequency of job performance below standard as documented in the performance
review. The employee will be presented in writing the following:
a. the reason for the probation;
b. a specific action plan for remediation containing defined actions to be taken by the
employee for producing specific positive outcomes;
c. any terms or conditions of the probation for improvement/remediation;
d. the length of the probation period required for completion of the action plan and all
appropriate terms or conditions of the probation; and,
e. the consequences for failure in successfully completing the probation/remediation plan.
Such consequences may be suspension or dismissal as warranted.
The suspension of an employee, with or without pay, shall normally be based on the
recommendation of the supervisor with counsel from Human Resources. The
recommendation shall be subject to the final approval of the President or designee to
ensure consistency of action throughout the institution. Upon return from any suspension
the employee will automatically be placed in a probationary status for a six-month period.
The Human Resources Office will issue all suspensions.
SPR Handbook: Appendices
rev 7/5/12
30
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