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4SOUTHSIDE COMMUNITY SERVICES BOARD
HUMAN RESOURCE MANAGEMENT INSTRUCTION #95-1
A Procedure for the Development and Implementation
of an Employee's Corrective Action Plan
The utilization of a corrective action plan is to prevent a management action taken as a
response to job performance deficiency (deficiencies) by an agency employee. Performance
deficiencies can be identified by, but are not limited to:
●
A performance evaluation process;
●
A critical incident reported to the agency; or
●
A violation of the agency's Employee Standards of Conduct.
The responsibility for the development, implementation and employee compliance for a
corrective action plan is the first-line supervisor's. Correction action as a process includes
the following steps:
1.
The first-line supervisor initially meets with the employee who is having job
performance deficiencies to achieve an understanding of the related issues, concerns
and the need for a Corrective Action Plan;
2.
After the initial discussion of the employee's performance deficiencies, the first-line
supervisor will provide the subordinate with an opportunity to present input of
their ideas, suggestions, etc., related to a Corrective Action Plan. This step would
require the employee to utilize the Corrective Action Plan format and complete a
draft plan and present it to the supervisor within two (2) workdays of the initial
meeting;
3.
After getting the input from the impacted employee, the supervisor then develops a
complete draft of a corrective action plan using the SCSB's format;
4.
When the draft is completed the supervisor will review it with their reviewer (the
performance evaluation reviewer) to consult, review, and obtain input;
5.
After the meeting with the reviewer, the first-line supervisor will finalize the
corrective action plan;
6.
Within ten (10) workdays from the initial meeting, the first-line supervisor will meet
again with the employee to review the corrective action plan. At the conclusion of
this meeting the corrective action plan is to be signed by all parties listed on the
form. (Note: The signatures do not indicate agreement with the plan on the part of
the employee, but are required to document that a plan has been completed and
reviewed.) The corrective action plan is not a disciplinary action. It is a
management action that is consistent with its right to manage the agency's affairs
and day-to-day operations;
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