Progressive Discipline
Discipline is a process through which supervisors discuss, identify, correct, teach and reinforce appropriate workplace behaviors. Fort Hays State University supports a healthy organizational climate that focuses the responsibility for correcting unacceptable behavior or performance on employees and supervisors through which behavioral and/or performance issues can be discussed and corrected. The end goal is to help each employee be successful.
The progressive discipline approach is designed to help staff identify and learn new behaviors when existing job behaviors interfere with job success. The process promotes job success, minimizes dissension, encourages team work, builds trust, promotes supervisory self-confidence, and helps to retain valued staff.
Prior to the implementation of any type of disciplinary action, it is essential that supervisors first identify and discuss their expectations with staff. Reviewing the position description and appropriate policies and procedures with staff, negotiating priority outcomes (when appropriate), and discussing performance standards, can potentially eliminate the need for disciplinary action.
A corrective action plan documents a supervisor's efforts to discuss the unacceptable behavior/performance with the employee and to set goals for correcting the behavior/performance. Depending on the nature of the problem, the supervisor may need to provide written counseling to the employee describing the circumstances of the problem, previous attempts to correct the same or similar problems, goals/timetables for correcting the problem and information as to what will occur if the problem is not resolved.
Generally, the process begins as soon as the supervisor becomes aware of behavior or performance that is less than satisfactory. The problem may be with attendance, areas covered in performance feedback, categories or indicators, priority outcomes, infractions of University policy or procedures, or violations of state rules and regulations. Supervisors will generally follow a progressive discipline process, except in situations where it is determined to be in the best interest of the University to take stronger action.
Supervisory Counseling Checklist
Whether the counseling is verbal or in writing, the supervisor should:
- State specifically the nature of the problem citing the specific examples where the behavior/performance was less than satisfactory.
- Set out previous instances where this behavior/performance or the expectations for behavior/performance were discussed and/or action taken (if applicable).
- Clearly state and explain to the employee what is expected, referring to established priority outcomes or performance standards, policies or procedures. Include specific timetables as to when expectations are to be met.
- Provide information as to what is being recommended as a result of this incident of substandard behavior/performance. Also provide information as to what will occur if the behavior/performance is not resolved at this step.
- Reinforce improvements made by the employee either verbally or in writing. Establish follow-up communications with the employee on progress toward meeting the expectations.
Unclassified Support Staff (USS) Disciplinary Action Appeals
In July 2014, the Kansas Civil Service ("classified staff") at Fort Hays State University were transitioned to University Support Staff. When the University implemented the move of this employee group, the USS Disciplinary Action Hearing Board was created and guidelines for appeals were developed to afford USS employees due process in matters of demotion, suspension, and dismissal.
USS Disciplinary Action Appeals Policy
Disciplinary Hearing Process Flowchart