presented by: robbie wahnee employee relations, learning and development positive discipline:...

Presented By:Robbie Wahnee

Employee Relations,

Learning and Development

Positive Discipline: Methods That Engage Employees

Office of Human Resources Presentation

Learning Objectives

• University of Oklahoma’s Positive Discipline Guidelines

• Understand and utilize performance management Mission of the University Workplace Agendas Employment Laws

• Use FOSA


University of Oklahoma Mission Statement

The mission of the University of Oklahoma is to provide the best possible educational experience for our students through excellence in teaching, research, and creative activity, and service to the state and society.


Staff Handbook

• Guidelines and policies• Section 3.22 Positive Discipline

Located at: http://hr.ou.edu/policies/default.asp


http://hr.ou.edu/handbook/chapterThree.asp#3.22

Employment Laws

• Workplace safety and health• Wages and work hours• Equal Opportunity• Harassment• Discrimination


Hiring & Good Fit

• Job Analysis• Job Listing & Hiring Guidelines• The Interview & Ranking• Orienting the Employee

• Costs of Hiring


Engage: Conditions That Motivate

• Focus on individual• Be positive

I looked this over and really like it! That’s good! Good job! I agree. Let’s do it! Thank you!


Performance Management Cycle

Performance

Management

Cycle


• Facts• Objectives• Solutions• Actions

F O S A


the “Key”

To Discipline or Not to Discipline


Discipline Problem Categories

• Attendance • Health and Safety Infractions• Poor Performance• Misconduct• Role Ambiguity


Positive Discipline Process

Counseling Coaching Performance Improvement

Plan Oral Reminder

Written Reminder

Decision Making Leave


Violations


Minor•Overstaying lunch breaks•Excessive tardiness

Serious•Unexcused absences•Careless workmanship

Severe or Pervasive•Theft•Threatening or actually striking someone

Investigate

Did the employee understand the rule & the consequences associated with violation?

Have I administered and enforced the rules appropriately?

Have I secured the necessary facts – both sides of the story?

Have I considered all the facts in deciding on the disciplinary action, consistent with others who violated the same rule?


Investigate

Have I considered all the value judgments involved in the disciplinary action?

Am I administering the corrective action in the proper manner?

Is disciplinary action reasonably related to:• Seriousness of Offense• Employee’s record with the organization• Am I being consistent?


Crucial Conversations

• Communicate in performance/behavioral terms• Refer to previous discussions and/or memos• Listen reflectively to employee• Explain specific violations and behavior changes that

are expected• Confirm understanding• Affirm employee• Document• Follow-up


Discipline Process

• Communicate using FOSA• Describe level of discipline• Document• Meet• Document• Follow-up


Documenting the Process

• Note to a file• Memo• Official Record• FOSA



• Keep administration informed• Review prior issues• Outline new issues• Be specific about expectations• Meet privately• Listen• Affirm the employee



• Require employee’s written response• Manage the workload• Be firm about future action to be taken• When Employee Returns

Express confidence Collect employee’s written response Monitor performance Provide feedback and coaching



Employee responsibility

• Use the time to reflect• Write a response

Address insufficiencies Affirm intent to succeed

• Return on time


Decision Making Leave:The End, or Not?

• Employee resigns

• Late return

• No return


Performance Management Success

• Communicate using FOSA

• Remove obstacles

• Provide training

• Provide feedback

• Evaluate performance


Do I Ever Wipe the Slate Clean?

• How?

• When?

• Why?

• Other Questions?


IS IT OVER?

• Grievance• Law Suit• EEO complaints• Retaliation


presented by: robbie wahnee employee relations, learning and development positive discipline:...

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