Manager Certification Workshop
What is Progressive Discipline
 Steps to Progressive Discipline
 Different Forms that are used
 Incident Log/Documentation
 Review the Progressive Discipline Flow
Chart

Difference between Level 1 and Level 2

Review Case Scenarios

Most employees, when fairly approached,
want to improve their job performance.
• Training is the key
• Encourage going to different classes

Approval, acceptance and recognition are
better employee motivators than the threat
of disciplinary action.
• Give praise
• Don’t forget to say “Thank You”

The purpose of progressive discipline is to
improve performance.
Should attempt to modify behavior, rather
than penalize an employee
 Employees must be informed of standards
required
 Discipline must be progressive
 Starts with verbal warnings and progresses to
written documentation

 Set
expectations at the beginning of each
school year
 Review the Food Services Division’s
Employee Handbook
• Explain each section, discuss with employees to assure
understanding
• Obtain signed cover sheet and return to HR Unit
• Remind employees of the Guidelines when necessary
 Newly
Hired/Promoted/Transferred
Employee Orientation Checklist
• Review all items
Informal Counseling/Training
•Incident
Logs – informs employee of correct way to
perform job and is a training tool only.
•Conference Memos – identifies that the employee knows
or should know process, offers assistance and states
consequence if not followed
•Letter of Reprimand – informs employee of requirement
for improvement
•Notice of Unsatisfactory Service (NOUS) no action (written
warning)
Disciplinary Action Means:
•
•
•
•
Any formal disciplinary action that affects an
employee’s pay or status and requires Board
action
Suspension (could be anywhere from 1-30
calendar days and there may be more than one
occurrence of suspension)
Demotion to a lower classification
Dismissal from service




Start documenting at the very first
discussion
At no time should the misbehavior of an
employee be ignored
Once you have an unsatisfactory employee
it is YOUR PROBLEM
Union representatives will look for what,
you as the supervisor, have done to help
the employee improve

Why use Incident Logs?
• Documents problems occurring in your
cafeteria
• Record of informal or verbal counseling
• Log and issue to employee citing each
counseling
• Always document your concerns about an
employee’s performance.
• This is not a discipline document, this is a
training document
• No evidence of counseling, difficult to impose
discipline

Identify the 4 “W”s and How
◦ When – specific date – 10/13/07 10:30am
◦ Where – in the Faculty Lounge
◦ Who - full name of employees and anyone else
involved (student, coworkers, etc.)
◦ What – described what happened, objectively,
(behaviors) not subjectively (attitudes)
◦ How – What impact did behavior have on cafeteria
operations

Poor Documentation
◦ Documentation must be specific
 “Employee needs to take better care of
herself”
 “Employee not a team player”
 “Employee cusses”
 “Employee doesn’t follow directions”
 “Employee causes confusion”
Bad – Maria does not follow directions
 Good - On 10/8/12 at 10:00AM I told Maria to pan 150
burritos, for lunchtime. At 11:00AM, I walked over and
found she had not panned a single burrito. Lunch is
supposed to be served at 11:15AM. This made a hardship
on staff as we had to prepare other food to serve the
children in 15 minutes.
• Bad “Melissa Smith got mad and yelled at Sonia Hernandez”
 Good - “Melissa Smith came within two inches of Sonia
Hernandez’s face, face pointed her finger towards her eye
and yelled, “I’m tired of your silly ass”



Write an incident log regarding the following:
Sue Smith came to you and stated, “Last Tuesday,
Andrea didn’t clean the refrigerator, she said it was
too cold outside and she didn’t bring a sweater to
work in the walk-in refrigerator. You check with
Andrea and she said she was sick and asked Peter
if he would do it, he said yes, but he didn’t. Peter
said she asked him, but he told her that was her
job. What do you do?
◦ Developed to give Managers and AFSS guidance
◦ Each PC Rule 902 A Cause is presented

Divided into “Levels”
◦ Level 1




Performing tasks below standards
First Occurrence
Second Occurrence
Third Occurrence
◦ Level 2
 Endangers health and Safety or causes a major loss to the Division
 In spite of Training is unable to meet standards

Causes

Document

Action

Training by Whom

Disciplinary Action by Whom
◦ Personnel Commission rule that has been violated. A
brief description defining the rule is included.
◦ What type of document must be used in either providing
mentoring/coaching or discipline.
◦ Describes the action plan for correction
◦ Identifies who must provide training, mentoring
counseling
◦ Identifies individual(s) responsible for performing
corrective action
Level 1
Fails to meet minimum expectations for
work performance
Document
Action
Training
Verbal correction by
SFSM/SRFSW - refer to training
SFSM/
documents/rules/procedures for
SRFSW
mgrs schedule record keeping
class/FSDC/Application training
Disciplinary
Action
1st
Occurrence
Incident Log/
Training Log
2nd
Occurrence
Conference
Memorandum / NOUS
No Action
SFSW or
SFSM or
AFSS
3rd
Occurrence
NOUS with action
Pre-disciplinary meeting with
(suspension/dismissal) AFSS/HR Rep/Admin Review
CM/AFSS HR Rep
N/A
HR Rep
Sample Chart
902A 4. Dereliction/Inattention to Duty
Level 2
Fraud/Failure to perform work assignments resulting
in potential endangerment of health and safety (i.e.
HACCP, sanitation/safety violations)
Document
Action
Training
Disciplinary
Action
1st
Occurrence
NOUS with action
(suspension/demotion/
dismissal)
Pre-disciplinary meeting with SR
HR Rep/Admin Review AFSS
Mandatory completion of training
classes
HR/Rep
Sr. HR Rep
2nd
Occurrence
NOUS
demotion/suspension
pending dismissal
Pre-disciplinary meeting with SR
N/A
HR Rep/Admin Review
HR/Rep
Sr. HR Rep
1.
2.
3.
4.
5.
Employee states, “I’m not washing those
dishes B!%ch”
Employee yells at another employee and
asks her, “Let’s take it outside”
Employee stole case of chicken wings
Employee fails to report work related injury
Employee is absent 25 days on 3 occasions
within 3 months (no fmla)
What is Progressive Discipline
 Steps to Progressive Discipline
 Different Forms that are used
 Incident Log/Documentation
 Review the Progressive Discipline Flow
Chart

Difference between Level 1 and Level 2

Understand what to do/who to contact
by using the Progressive Discipline Flow
Chart