Fillable Employee Corrective Action Plan (Page 4 of 4) in pdf

Employee Corrective Action Plan Page 4

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Page 2

After the corrective action is developed and prior to implementation, the first-line

supervisor will be responsible to provide copies to:

●

Employee

●

Employee's Immediate Supervisor

●

Disability Supervisor

●

Executive Director

●

Human Resource Office

If at any time during the implementation period of the corrective action plan the employee

continues to exhibit either performance deficiencies and does not meet the established

deadlines stated in the plan and no mitigating circumstances exist, the supervisor will then

recommend appropriate disciplinary action to the Executive Director. When this occurs,

the Executive Director will take appropriate action in accordance with existing Board

policies.

At the end of the timeframes allotted the corrective action plan, the supervisor is to meet

with the affected employee and evaluate whether or not the corrective action has been

completed and to determine if there are no longer any job performance deficiencies.

After the meeting, the supervisor will then inform the employee as to whether or not the

corrective action plan has been completed. If the performance deficiencies continue, the

first-line supervisor will have the option of recommending to the Executive Director the

continuation of the corrective action plan or recommend formal disciplinary action.

All such decisions regarding the continuation of the corrective action plan or the

application of formal disciplinary action will be done only after discussion with the

supervisory staff and the Executive Director.

Any questions regarding this procedure, its application and compliance, are to be directed

to the SCSB's Executive Director.

Employee Corrective Action Plan Page 4

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