3. Appropriate and exemplary behavior by an employee should also be recognized and documented. This can be done in n many ways. The most important ways of documenting appropriate performance is through the "Houston Employee Assessment and Review" system (HEAR). “Thank You” notes are always appreciated by the employee and serve as good documentation. Notes, letters, and e-mails from patrons or colleagues commenting on appropriate or exemplary behavior also serve as documentation. Make sure you include such documentation in the employee’s file.
1.Supervisors are responsible for coaching/counseling employees that have acted contrary to the provision of the City's laws, ordinances, and policies, the rules of Civil Service, and the Library’s policies and procedures. Disciplinary coaching should be constructive. Disciplinary actions should be taken sooner rather than later.
During all forms of counseling, make sure that the following points are covered : a) Clearly state the improper behavior, including the date, time, and witnesses. b) Clearly state the impact or consequences of the improper behavior. c)Clearly define the proper behavior expected. d) Clearly state the results expected from the proper behavior.
2. Houston Public Library uses a progressive discipinary program, Positive Performance Program. There are several steps to Positive Performance Program:
Performance Improvement Discussions- A Performance Improvement Discussion (PID) is the method for a Supervisor to inform an employee about a need for the correction of a problem in the area(s) of attendance,work performance, conduct or safety. The objective of the PID is to help the employee recognize and identify that a problem exists, to develop an effective solution to it, and to avoid formal disciplinary action.
Formal Disciplinary Action- When an employee fails to respond to informal discussions, or when a single incident occurs which is serious enough to warrant a formal level of disciplinary action, four alternatives are available:a) Reminder 1,b) Reminder 2, c) Decision Making Leave, or Indefinite Suspension. The seriousness of the offense or previous history of disciplinary action determines the appropriate action.
For more information, see also Section 5.7.E, "Disciplinary Action" (policy & procedure), in the Policies and Procedures Manual.