Clarification of Expectations and Corrective Action
The Clarification of Expectations and Corrective Action process provides a structured, fair, and improvement-focused approach for addressing workplace performance or conduct concerns involving classified employees.
For employees:
It helps clarify expectations.
Provides timely feedback.
Creates an opportunity to improve.
For supervisors, it provides a consistent framework for:
Communicating concerns.
Documenting important conversations.
Supporting improvement.
Determining next steps in alignment with applicable policy.
| Clarification of Expectations | An early, supportive step used when expectations need to be reinforced, a concern is emerging, or early intervention may help resolve the issue. During this step, the supervisor provides specific feedback, reviews the expected standard, and gives the employee a clear opportunity to improve before formal corrective action is considered. |
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| Corrective Action | For classified employees, formal corrective action may begin when a clarification of expectations has not resulted in sufficient improvement, when concerns continue, or when the seriousness of the issue requires formal documentation. It includes three steps: Step 1: Written Warning Step 2: Final Warning Step 3: Notice of Dismissal Supervisors need to consult their Human Resources Business Partner before taking formal corrective action or moving forward with dismissal.
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Model for Positive Coaching
Before the Meeting
- Determine Desired and Actual performance
- Determine the Business Reasons why the problem must be solved
- Determine the Logical Consequences if the problem continues
- Determine the appropriate step of Corrective Action
During the Meeting
- Determine the Root Cause of the problem
- Confirm that the Corrective Action is appropriate
- Gain the employee’s Agreement To Change
- Determine the Corrections the employee needs to take
- Follow the Principle of Fundamental Fairness
- Inform employee of the deficiency(ies)
- State and explain job expectations
- Provide reasonable opportunity for employee to show improvement
- Communicate consequences to employee if there is insufficient improvement
After the Meeting
- Document the discussion*
- Follow Up to make sure that the problem has been solved