COACHING AND IMPROVING PERFORMANCE
Periodic
performance reviews, held with the expectation of providing
feedback to employees, regarding ongoing or continuing issues
of poor or substandard performance can be addressed through
the corrective counseling process. The receipt of a "Does
not meet current expectations" on the employee's performance
communication (PCP) will result in the employee being placed
on formal corrective counseling. Supervisors are advised
to contact human resources to establish a performance improvement
plan (PIP) for the employee and a plan for ongoing review
of the employee's performance throughout the year. If performance
does not improve, the employee may advance through the steps
of corrective counseling up to and including termination
prior to the issuance of the next performance communication.
In addition to performance issues, corrective counseling
is used to address other problematic behaviors. As a general
rule the policy divides problematic behavior into three
(3) major categories while providing for progressive counseling.
(See full text of policy on the Web site.) The University
reserves the right to initiate corrective counseling, including
dismissal, based on the circumstances and issues being addressed
in any particular case.
Problem
behaviors are divided into three major categories. The following
levels of corrective counseling will be initiated dependent
upon the facts and circumstances of the incident:
Level
1 : Calls for informal counseling and progressive, formal
corrective counseling consisting of a first corrective warning,
a critical warning, a final warning, and discharge. The
following breaches of good conduct and rules are normally
considered to be Level 1 offenses:
a.
Excessive absenteeism, tardiness, and/or failure to clock
in/out.
b.
Failures to report for or leaving work without reasonable
advance notice or permission.
c.
Failure to perform duties or tasks in accord with recognized
performance standards, resulting in unsatisfactory job performance.
d.
Unauthorized use of University telephones.
e.
Loafing or excessive idle time during working hours.
f.
Tampering with official University notices on bulletin boards.
g.
Inadvertent minor damages to University equipment or loss
of materials resulting from poor judgment or lack of responsibility.
h.
Inappropriate behavior (horseplay) which could result in
injury or property damage.
i.
Refusal to work previously scheduled overtime provided that
the need for overtime work is based on needs of the Department,
and is within overtime procedures of the Department.
j.
Any other similar offense which reason, morals, or common
sense indicates to be wrong and not in the best interest
of the University or its employees.
k.
The receipt of a does not meet expectations on the employee's
performance communication plan will result in at least a
first corrective warning under corrective counseling. This
requires consultation with human resources.
Level
2 : Begins with a critical warning for the first offense.
The second infraction may result in a final warning, or
discharge at the discretion of the University, if the offense
could result in significant harm to the University, staff,
students, patients, or visitors. The following breaches
of good conduct and rules are considered to be Level 2 offenses:
a.
Conduct which results in destruction or damage of University
property.
b.
Smoking or use of tobacco products in an area that creates
a safety hazard, or continued smoking in an unauthorized
area after being asked to stop.
c.
Using profane or obscene language that is offensive or demeaning
to a fellow employee, student, patient, visitor, or supervisor.
d.
Being off the job without permission of the Supervisor (including
sleeping on the job).
e.
Actions or failure to perform duties or tasks in accordance
with recognized job standards that could jeopardize the
health and safety of employees, students, patients, or visitors
whether intentional or unintentional, through neglect of
duty, poor judgment, or disregard for health or safety rules.
f.
Violation of the University’s no solicitation/distribution
policy.
g.
Any other similar offense which reason, morals, or common
sense indicates to be wrong, and not in the best interest
of the University, students, visitors, patients, or employees.
h.
The receipt of a does not meet expectations on the employee's
performance communication plan may result in a critical
warning under corrective counseling. This requires consultation
with human resources.
Level
3: Results in a final warning or discharge, depending
upon the facts and circumstances of the case. These offenses
consist of the following:
a.
Intentional or reckless disregard or failure to perform
the proper order of a supervisor (insubordination).
b.
Forging, altering, or deliberately falsifying official Saint
Louis University documents, an employment application, authorizations,
records, or reports, including time cards.
c.
Indecent or disorderly conduct, inducing immoral behavior,
or creating a disturbance.
d.
Participation in activities which violate the University’s
Conflict of Interest policies (see policies 1.5.1; 1.5.2
and 1.5.3); or failure to safeguard University property
or money by not following appropriate control procedures.
e.
Violation of the University’s Drug and Alcohol Abuse
Prevention policy.
f.
Violation of the University’s Substance Abuse Testing
policy.
g.
Possession of a weapon on University premises, examples
of which are guns, switchblades, or knives.
h.
The unlawful manufacture, distribution, dispensation, sale,
possession or use of illicit drugs on University premises
or as a part of any University activity.
i.
Being under the influence of alcohol while on duty, illegally
possessing alcohol, or consuming alcohol on University premises
or at University activities which could result in jeopardizing
the physical well-being of any person on University property.
j.
Seriously jeopardizing the health or safety of employees,
students, patients, or visitors whether intentional or unintentional,
through neglect of duty, poor judgment, or disregard for
health or safety rules.
k.
Using another employee’s time card, clocking in for
another employee, or asking another employee to clock in
for him/her.
l.
Threatening an employee, student, patient, or visitor.
m.
Fighting with another employee, student, patient, or visitor.
n.
Horseplay which results in any injury to an employee, visitor,
patient, student, or supervisor.
o.
Theft, embezzlement, or dishonesty.
p.
Violation of student, patient, employee, or University confidentiality.
q.
Unwelcome sexual advances, requests for sexual favors, and
other verbal or physical conduct of a sexual nature.
r.
Failure to cooperate with inspections and/or investigation
by University officials or Public Safety Department representatives.
s.
Any other similar offense which reason, morals, or common
sense indicates to be seriously harmful to the University,
students, visitors, patients, or employees.
t.
The receipt of a does not meet expectations on the employee's
performance communication plan may result in a final warning
under corrective counseling. This requires consultation
with human resources.
