Montana Corrective Action Policy for Inappropriate Conduct or Violation of an Established Policy
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FAQ
Effective performance management systems typically include the following three broad elements: goal setting, performance review and a performance improvement process.
A. Performance Management. Actions designed to address performance deficiencies and/or inappropriate job-related conduct of an employee through guidance on the improvements necessary to achieve or return to acceptable performance.
No! A performance review is the employer's mechanism to monitor your performance and provide feedback. Discipline should never be discussed or imposed at a performance review.
(8) "Just cause" means reasonable, job-related grounds for taking a disciplinary action based on failure to satisfactorily perform job duties, or disruption of agency operations.
An action taken to address serious incidents of misconduct or performance deficiencies. Workplace misconduct involving violations of policies and procedures and continued failure to correct work performance may require disciplinary action.
Performance management should only address the requirements of the role, not behaviour in the workplace; it should be clear that misconduct is not poor performance. While part of the performance management process is similar to disciplinary procedures, it is important for employers to not conflate the two concepts.
A disciplinary action is a reprimand or corrective action in response to employee misconduct, rule violation, or poor performance. Depending on the severity of the case, a disciplinary action can take different forms, including: A verbal warning. A written warning. A poor performance review or evaluation.
Discipline is an approach used by management to modify undesirable performance and behavior through the use of a corrective action process. At the onset of any employee performance or conduct issues, supervisors are strongly encouraged to contact Employee Relations staff for assistance.