Sample Staff Supervision Policy (Page 2 of 2) in pdf

Written Reminder. A written reminder usually begins with a conversation between the supervisor and

employee about the need to correct a behavior or performance problem and is followed by a written

memorandum that may summarize the conversation and/or the need to improve certain performance or

behavior. A copy of the written reminder is filed for future reference in the employee’s personnel file,

and the ongoing performance is monitored.

Performance Action Plan. A performance action plan is utilized as a tool to provide a documented

corrective action plan and includes, but is not limited to, the performance problem to be corrected,

methods and strategies for implementing improvement, outcomes and timelines. A copy of the

performance action plan and status updates are filed for future reference in the employee’s personnel

file, and the ongoing performance is monitored.

NONDISCIPLINARY ACTIONS

While [Insert name of agency] seeks to hire only qualified candidates, in certain instances [Insert name of

agency] Mentors may determine that an employee is not performing at the acceptable level of

expectation as the result of a lack of effort, inability to perform the work or other similar reason. In

these non-disciplinary situations, it may not be appropriate to utilize the procedures established in

[INSERT NAME OF AGENCY]’s employee discipline program, and Oregon Mentors reserves the right

to release such employees.

A formal performance appraisal is completed annually for each employee by his or her direct supervisor.

This appraisal process is intended to provide critical feedback to employees on their performance

relating to individual, departmental and Organizational goals; individual job performance and

accomplishments; and a discussion of the skills they have acquired or developed over the past review

period. Shorter, semi-annual appraisals and informal performance discussions may also occur during the

year. The purpose of any appraisal or performance-related discussion is to help employees develop and

maintain excellence in their level of professional competence and performance.

A review of individual performance and the accompanying merit-based salary adjustment, if any, are

generally conducted on the anniversary of an employee’s hire date. All salary increases are based on

merit. An individual must be employed with [Insert name of agency] for one full year to be eligible for his

or her first salary increase, unless otherwise stated in the employee’s offer letter.

Courtesy of Oregon Mentors

Sample Staff Supervision Policy Page 2