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Supervisors and managers might sometimes believe that performance issues are solely the employee’s fault, but the manager’s role is often crucial. New HR professionals should leverage available resources to support managers in addressing everyday performance problems. These resources include training programs on key skills for setting clear expectations and using interventions to improve performance through effective communication and accountability. HR professionals should be well-versed in these tools to effectively model and coach managers in handling performance issues before considering disciplinary actions, especially since WVDOP-covered employees have job rights.
How to Use These Resources
How to Use These Resources
Addressing performance problems effectively begins with establishing clear expectations, providing ongoing guidance, and managing relationships. While this page is not solely focused on discipline, we recommend that you gain a foundational understanding of due process concepts by taking the online class, A Beginner's Guide to Due Process.
Next, you can explore resources for writing clear performance expectations, as providing assistance in these areas may be necessary or helpful for others. Following this, consider attending OHRD's classes on feedback, such as Navigating Difficult Conversations, How to Improve 1-on-1 Performance Conversations, and Coaching and Developing Employee Performance.
To enhance your skills in relationship management and communication, check out our classes on Conflict Management and Interpersonal Communication. Finally, when coaching and counseling efforts do not yield the desired results, you can find guidance on transitioning to disciplinary action, including tips on Performance Improvement Plans (PIPs) and the NEOGOV Perform HR User webpage for addressing performance issues.
Due Process in a Merit System
Due Process in a Merit System
Understanding due process is crucial in a merit-based system because these concepts ensure fair and consistent handling of employee performance issues. Due process guarantees that employees are given a fair opportunity to address and correct performance concerns before any disciplinary action is taken. Progressive discipline involves a structured approach, starting with less severe measures and escalating only if necessary, to help employees improve. For HR professionals, knowing these principles is essential in providing effective support to managers and employees, ensuring that all actions taken are justifiable, legally sound, and aimed at fostering improvement rather than simply punishing failures. This knowledge helps HR navigate performance problems fairly and constructively, maintaining both legal compliance and a positive work environment.
This online class introduces the fundamentals of due process in the workplace, focusing on ensuring fair and consistent treatment of employees. It highlights the key principles, processes, and best practices for addressing performance issues while upholding employee rights and fostering a positive work environment. This class is ideal for newcomers to HR or those seeking to understand how to apply due process effectively in everyday management scenarios.
Resources for Setting Clear Expectations
Resources for Setting Clear Expectations
This class provides an overview of the performance appraisal process. Participants will learn to set goals, write measurable performance expectations, hold performance discussions, and use the appraisal system as a talent management tool. It equips supervisors and managers with the skills to apply policy effectively and support organizational success. HR professionals are also encouraged to attend. Audience & Applicability: This course is intended specifically for classified employees and reflects policies, processes, or practices unique to the classified service. It is not recommended for classified-exempt employees, as the content does not reflect their employment structure or expectations.
In this short live virtual class, managers and supervisors will learn how to write performance expectations that can be measured and tracked. HR professionals are strongly encouraged to attend as well. Audience & Applicability: This course is designed for and fully applicable to both classified and classified-exempt employees. All content, examples, and guidance are relevant regardless of employment status.
This toolbox offers valuable guidance regarding employee conduct expectations. It addresses attendance, insubordination, telephone use, general workplace behavior, and more.
Resources for Providing Feedback
Resources for Providing Feedback
Confronting problems is rarely enjoyable, but this class equips you with tools to make these challenging conversations more manageable. While the class is primarily designed for supervisors and managers, HR professionals are also welcome to attend. It is available in both face-to-face and live virtual formats. Audience & Applicability: This course is generally applicable to both classified and classified-exempt employees. It focuses on workplace best practices that are broadly relevant, with some guidance specific to the classified service. These elements are included to support cross-status understanding, especially for supervisors managing both groups or employees working alongside classified staff. Classified-specific areas include (but may not be limited to): Types of performance conversations (coaching, performance counseling, progressive discipline).
Regular one-on-one performance conversations are an excellent way to build relationships with employees. These interactions become even more effective when guided by research-based tools and strategies, which participants will learn in this short live virtual class. Audience & Applicability: This course is designed for and fully applicable to both classified and classified-exempt employees. All content, examples, and guidance are relevant regardless of employment status.
"Coaching and Developing Employee Performance" is designed to boost employee performance and foster ongoing learning and development. Participants will learn to set clear goals, apply effective coaching models, and utilize targeted performance counseling strategies to address dysfunctional behavior. Although the primary audience is supervisors and managers, HR professionals are also encouraged to attend. Audience & Applicability: This course is designed for and fully applicable to both classified and classified-exempt employees. All content, examples, and guidance are relevant regardless of employment status.
Resources for Managing Relationships and Communication
Resources for Managing Relationships and Communication
“Conflict is inevitable, but it doesn’t have to be unproductive. With the right strategies and tools, conflict can become a constructive experience. This two-day class will delve into conflict goals, patterns, collaborative strategies, and much more.” Audience & Applicability: This course is designed for and fully applicable to both classified and classified-exempt employees, both managers and non-managers. All content, examples, and guidance are relevant regardless of employment status.
In this class, participants will discover the importance of effective interpersonal communication in building strong relationships, enhancing service delivery, and increasing overall influence. Audience & Applicability: This course is designed for and fully applicable to both classified and classified-exempt employees. All content, examples, and guidance are relevant regardless of employment status.
Resources for Preparing to Transition from Coaching to Disciplinary Action
Resources for Preparing to Transition from Coaching to Disciplinary Action
This article provides tips on implementing PIPs. It explores the supervisor’s or manager’s role in addressing employee performance gaps and discusses strategies to help employees return to performance standards.
This webpage provides video guides on how to request documented performance discussion forms and Performance Improvement Plans in NEOGOV Perform.
Have Additional Questions Regarding Performance Problems?
Have Additional Questions Regarding Performance Problems?
Organization and Human Resource Development
Organization and Human Resource Development
304-414-1857
https://personnel.wv.gov/ohrd/Services/Pages/AvailablePerformanceSolutions.aspx
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