5.05 Corrective Action

Effective Date: September 1, 2013 (revised)


Standards of performance and conduct must be maintained in any work environment. Generally these standards are articulated and agreed upon by employees and their supervisors and include quality and quantity of work, competence in the position, attendance, and teamwork. In the event that expectations of performance and conduct are not met, the following guidelines are provided. College policy does not require that corrective action be taken in any formal steps or order and recognizes that the determination of appropriate corrective action will depend upon the facts and circumstances of the particular situation.


When acceptable standards are unmet, the supervisor will consult with either the Director or an Associate Director of Human Resources to establish an appropriate course of action. If appropriate to the situation, performance problems may be addressed in the following way:

The supervisor meets with the employee to discuss the situation. The supervisor then identifies specific steps to resolve the problem. Goals with deadlines for improvement are set, and another meeting scheduled to assess progress. These are considered to be coaching/counseling sessions, intended to assist the employee in addressing and remedying areas of concern.
If the situation is unresolved after the employee has been given an opportunity to improve, a documented verbal or written warning explaining the consequences of failed performance is issued by the supervisor. A copy is placed in the employee’s personnel file in the Human Resources Department. Written warnings are issued without prior counseling when circumstances warrant. Depending upon the seriousness of the problem, an employee may be placed on disciplinary probation at this point.
Suspension without pay may be imposed following written warning when an individual fails to show improvement in overall performance. Suspension also may occur without prior warning if, in the judgment of the College, it is deemed to be the appropriate course of action, such as when an egregious infraction takes place or when the continued presence of the employees poses a risk to one or more members of the community. Suspensions require approval of the Director of Human Resources. The duration is dependent upon the nature of the infraction.
Discharge occurs when an employee’s overall performance has not improved to the supervisor’s satisfaction despite remedial efforts. Discharges also may occur without notice when it is concluded that continuation of an individual’s employment is detrimental to the operation of the College. Authorization for dismissal requires the approval of the department head, the Director of Human Resources and a College Officer.

An employee who disagrees with documented disciplinary action, notice of termination or aspects of a performance evaluation may submit a written statement explaining his or her position. This statement will be maintained as part of the employees personnel file and will accompany any transmittal or disclosure from the file.

See the following policies for additional relevant information:

4.05 Termination of Employment 62

4.09 References and Release of Information76

4.12 Personnel Records Access85

5.06 Ombudsperson 112

5.07 Grievance Procedure 116