Get Corrective Action Process Flow Chart Lisa's Edits 2.20.13 2020-2025

The Corrective Action Process Flow Chart Lisa's Edits 2.20.13 is a comprehensive guide designed to assist managers and human resources professionals in effectively handling employee performance issues. This document outlines a structured approach to counseling, warnings, and potential termination, ensuring that all actions are documented and compliant.

Follow the steps to complete the Corrective Action Process Flow Chart

1. Click ‘Get Form’ button to access the Corrective Action Process Flow Chart and open it in your preferred online editor.
2. Begin with the 'Counsel employee' section. In this part, provide a confidential account of the conversation, explaining the counseling purpose and expected performance standards. Document any specific issues that require correction.
3. Proceed to 'Verbal Warning.' Capture details of the conversation, including specific examples of unsatisfactory performance. Inform the employee that future warnings may result in written warnings or further action, making sure to document the conversation without requiring signatures.
4. For the 'Written Warning' section, review the case with HR before engaging with the employee. Provide clear examples of the conduct issues, meet to convey the implications of non-compliance, and create an action plan for improvement with a set review date.
5. In the 'Final Warning' stage, once again consult with HR. Emphasize that the action plan has not been followed during the meeting. Inform the employee that failure to comply may lead to termination, and set a follow-up date. Document the warning and forward a copy to HR.
6. For the 'Request Authorization for Termination' section, ensure you review the process with HR prior to making any requests. Submit a formal request for termination to HR, which requires approval from the Associate VP of HR and VP Finance.
7. In the 'Termination' process, organize a meeting to discuss the termination. Decide on the date, time, and the attendees present. Explain how to recover university property and provide an exit packet to the employee.
8. Finally, document all relevant information and notify HR upon completion of the termination process.

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