Progressive discipline refers to actions taken by an employer to address job performance or conduct problems. For example, a common first step is issuing a warning to improve performance or correct a behaviour.

A discipline policy outlines the steps to follow in an attempt to modify poor performance or problematic behaviour.

Behavioural issues are different from performance issues in that they are not confined to the ability to perform the specific duties of the job. These issues include larger workplace issues like misconduct and rule-breaking.

Examples include: consistently being late for work, bullying, and workplace intoxication. Another less obvious example is using personal social media accounts at inappropriate times during the workday.

A performance issue is something that relates to the ability to perform the duties of a position. Poor performance issues can result from incompetence (lacking skills and abilities) and poor time management. For example, failing to meet assigned deadlines is a performance issue.

Welcome to the Discipline self-assessment.

Answer the questions below. Tasks will automatically be added to your to-do list. At the end you will get a summary of your results. The summary includes explanations and next steps.

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Employment records are also known as personnel files. These records are about a particular worker. This file should include all of the documentation related to the employment relationship.

Examples include the letter/email of hire, employment contract, performance reviews, warnings issued (if any), and worker feedback.

The law is clear that workers must be given opportunities to improve. Employers must give clear directions and warnings before taking disciplinary action. This type of performance management is critical both for the success of the non-profit and to avoid legal action.

An objective standard relies upon observable and measurable facts, rather than on opinions. For example “submitted X number of reports” is an observable and measurable fact while “lazy and didn’t do much” is an opinion.

A performance review evaluates how well a worker is performing the tasks set out in their job description. The purpose of a performance review is to both support a worker's strengths and to identify weaknesses.

A job description outlines the actual day-to-day responsibilities of a position and to whom the worker is accountable (supervisor).

A job description may be as simple as a statement of what the worker will be doing and to whom they will report (if anyone). It also guides the performance review process.