Page 119 - 100 - HR Management Manual

HR301 – Corrections

Result Statement: To maintain a well-trained team fully willing and agreeing to follow our
procedures. Corrections are done in a positive way maintaining
confidence and happiness with employees rather than a feeling of fear
or inferiority.

Primary Responsible Position: Director of Administration

Participating Positions: Exec Director and Department Heads

Who Corrects on What? This requires good judgment and communication among all supervisors.

1. The director of admin corrects on chronic issues, >15-minute
corrections, and most non-technical corrections.
2. The department heads correct on < 15-minute simple training
issues, technical training, and most non-recurring issues.
3. The exec director corrects on very serious issues or issues where
other supervisors need input or help.

How it’s Done: We refer to all corrections as corrections rather than “write-ups” or
“written warnings”. We do this because ALL corrections/training are
documented and signed. Even serious PIP (Performance Improvement
Plans) or “No more chances” corrections are still corrections even
though they may say that the individual may be terminated for one
more issue.

In all cases of corrections, we need to refer to a policy, procedure,
value, etc. and RE-TRAIN on it. Determine the cause of the problem:

1. Was there a clear procedure policy written on this?
a. That’s on us!
b. Write the procedure then re-train on it.
2. Did the employee fully understand it? Did they know how to do it?
a. Look at their training forms and signatures.
b. Some procedures just need a “refresher”.
3. Did the employee truly agree to follow the procedure/policy?
a. Did they want to? Look for defiance.

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