1. Verbal Reprimand with Warning - An initial indication by the Supervisor that the staff is not fulfilling his/her responsibilities or has violated a policy or procedure.  All reasonable steps will be taken to provide the staff with an opportunity to correct or improve performance.  The verbal reprimand and warning will be documented in supervision notes.
2. Written Reprimand and Warning - The Supervisor, in consultation with the Service Director, will document the performance issues and specify a time period for remediation and review of performance.  A copy of the written reprimand and warning will be given to the staff and a copy will be placed in the staff’s Human Resources file.
3. Probation - If satisfactory performance and corrective action are not achieved by giving a verbal and written reprimand, the Supervisor in consultation with the Service Director may place the staff on probation for a specific period of time.  The Supervisor will meet with the staff and review the performance expectations, corrective action to be taken, time period for improvement of performance and the expected outcome if the staff’s performance does not improve.  Details of the probation period will be documented and a copy will be given to the staff.  A copy will also be placed in the staff’s Human Resources file.
4. Demotion - If poor performance continues, a staff may be permanently reassigned to a position, which requires less accountability and complexity.  Details of the demotion will be documented and a copy will be given to the staff.  A copy will also be placed in the staff’s Human Resources file.
5. Suspension - If a staff member commits a serious breach of policy that requires the staff to be removed from the workplace, the Service Director may suspend the staff for a specific period of time, with or without pay.  A suspension may be necessary to conduct an investigation or give the staff some time to think over the seriousness of the offence and make a commitment to improve performance.  Details of the suspension will be documented and a copy will be given to the staff.  A copy will also be placed in the staff’s Human Resources file.
6. Termination - All reasonable steps to assist the staff will be taken prior to termination. Termination will be the last resort when a staff fails to respond to efforts to improve performance or take corrective action.  It may also be used for a breach so serious that it requires immediate termination even though it is a first offence.  A staff will be notified in writing of a termination.

The Agency retains the right to use its discretion in determining what is sufficient cause for disciplinary action and termination.  Where possible a “progressive” disciplinary approach will be utilized and documented.  This approach will provide the staff with sufficient warnings, direction and opportunity to take remedial action.  Disciplinary actions will be documented in the staff Human Resources file and in his/her annual performance evaluation.

This policy is reviewed annually with staff during the Employee Performance Evaluation (see HR Appendix 10 Staff Supervision Model).

 

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