Bap Behaviour Attendance Performance What is your worst BAP story Your best

1. Bap!BehaviourAttendancePerformanceWhat is your worst BAP story?Your best?

2. This session One recipe + Elaine�s Rules + The Law + Each other = Our own set of guidelines for BAP

3. Elaine�s Recipe Design job descriptions that reflect the job Hire the right people Orient them well Provide training Let them do their jobs Pay them well Give good feedback, and Leave their insides alone

4. Elaine�s Rules #1 Throughout the whole process of managing the issue(s), the manager must be professional in demeanour and strive mightily for an error-free process.

5. Elaine�s Rules # 2 70% of BAP! problems disappear when the manager clarifies expectations with the employee in a timely way.

6. Elaine�s Rules #3 Timely coaching and mentoring � and just plain paying attention � are the most effective means of addressing BAP.... ..

7. Sometimes it doesn�t work at all. WHY NOT?

8. FIRST QUESTION Culpable or Non-Culpable? WON�T OR CAN�T? Not so easy to tell...

9. SECOND QUESTION: Where�s the balance? Get on it vs. Cut �em some slack Be consistent vs. Be flexible

10. Elaine�s Rules #4Where do you always draw the line? Anything that touches the prohibited grounds Obscene language Undermines authority, esp. In public Physical demonstrations � yelling, door slamming, throwing stuff. Conflict of Interest Other?

11. Consistent Application Prevents accusations of favouritism Easy to administer Stands up well at arbitration Inflexible, may not meet needs Cookie cutter approach doesn�t work in the face of Human Rights challenges

12. Elaine�s Rules #5 So I�ve started to deal with it. How long will it take? Depends on how long �it� has been going on. Depends on what you have done about it. My guess? One month for every year that �it� has been going on.

13. THIRD QUESTION You�re ready to deal with it. Time to question yourself: Have you been fair? Do you have favourites (real or perceived)? Are your expectations realistic? Have you followed the collective agreement? Have you been ignoring the problem?

14. Elaine�s Rules #6 You don�t know what you don�t know even if you think you know it. Give the employee a chance to explain. And always ask: Is there something of which I should be aware????

15. Elaine�s Rules #7 The only place they can do complete makeovers in one day is in the magazines. And I�m pretty sure those don�t last. If there are lots of issues, pick the two or three that will have the most impact.

16. Where do I start? Attitude � No Behaviour, Attendance, Performance � Yes

17. Elaine�s Rules #8 It is always hard to terminate a probationary employee with a poor BAP, But it gets REALLY hard after probation.

18. Elaine�s Rules #9 Once probation is past, it is almost impossible to terminate an employee for poor performance, and the longer the service the more impossible it becomes.

19. Good News? Most times performance can be improved If addressed in a timely way If addressed consistently If you can get to the root of the problem. Can terminate for poor attendance � innocent or otherwise Can terminate for bad behaviour, unless...

20. Elaine�s Rules #10 CONFLICT Don�t sweep conflict under the rug.... I don�t know what goes on under that rug, but it�s not pretty.

21. What about the Combo? Tease it apart using the same rules.

22. Steps for poor BAP Culpable or not? � for each issue Determine what is reasonable Communicate expectations Give reasonable supervision and instruction Give ee a reasonable opportunity Ensure ee has been warned of the impact of failure Don�t drop the ball Accommodate ee�s with disabilities

23. Your Turn 10 minutes � brief discussion on your best and worst. Table picks 2 Table picks which one first Table Discuss Room Discuss We�ll assign or create a rule or guideline Repeat as time allows.