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Presented By: Robbie Wahnee Employee Relations, Learning and Development

Positive Discipline: Methods That Engage Employees. Presented By: Robbie Wahnee Employee Relations, Learning and Development. Learning Objectives. University of Oklahoma’s Positive Discipline Guidelines Understand and utilize performance management Mission of the University

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Presented By: Robbie Wahnee Employee Relations, Learning and Development

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  1. Positive Discipline: Methods That Engage Employees Presented By: Robbie Wahnee Employee Relations, Learning and Development Office of Human Resources Presentation

  2. Learning Objectives • University of Oklahoma’s Positive Discipline Guidelines • Understand and utilize performance management • Mission of the University • Workplace Agendas • Employment Laws • Use FOSA Office of Human Resources Presentation

  3. University of OklahomaMission Statement The mission of the University of Oklahoma is to provide the best possible educational experience for our students through excellence in teaching, research, and creative activity, and service to the state and society. Office of Human Resources Presentation

  4. Staff Handbook • Guidelines and policies • Section 3.22 Positive Discipline Located at: http://hr.ou.edu/policies/default.asp Office of Human Resources Presentation

  5. Employment Laws • Workplace safety and health • Wages and work hours • Equal Opportunity • Harassment • Discrimination Office of Human Resources Presentation

  6. Hiring & Good Fit • Job Analysis • Job Listing & Hiring Guidelines • The Interview & Ranking • Orienting the Employee • Costs of Hiring Office of Human Resources Presentation

  7. Engage: Conditions That Motivate • Focus on individual • Be positive • I looked this over and really like it! • That’s good! • Good job! • I agree. • Let’s do it! • Thank you! Office of Human Resources Presentation

  8. Performance Management Cycle Office of Human Resources Presentation

  9. F O S A Facts Objectives Solutions Actions Office of Human Resources Presentation

  10. the “Key” To Discipline or Not to Discipline Office of Human Resources Presentation

  11. Discipline Problem Categories • Attendance • Health and Safety Infractions • Poor Performance • Misconduct • Role Ambiguity Office of Human Resources Presentation

  12. Positive Discipline Process • Counseling • Coaching • Performance Improvement Plan • Oral Reminder • Written Reminder • Decision Making Leave Office of Human Resources Presentation

  13. Violations Office of Human Resources Presentation

  14. Investigate • Did the employee understand the rule & the consequences associated with violation? • Have I administered and enforced the rules appropriately? • Have I secured the necessary facts – both sides of the story? • Have I considered all the facts in deciding on the disciplinary action, consistent with others who violated the same rule? Office of Human Resources Presentation

  15. Investigate • Have I considered all the value judgments involved in the disciplinary action? • Am I administering the corrective action in the proper manner? • Is disciplinary action reasonably related to: • Seriousness of Offense • Employee’s record with the organization • Am I being consistent? Office of Human Resources Presentation

  16. Crucial Conversations • Communicate in performance/behavioral terms • Refer to previous discussions and/or memos • Listen reflectively to employee • Explain specific violations and behavior changes that are expected • Confirm understanding • Affirm employee • Document • Follow-up Office of Human Resources Presentation

  17. Discipline Process • Communicate using FOSA • Describe level of discipline • Document • Meet • Document • Follow-up Office of Human Resources Presentation

  18. Documenting the Process • Note to a file • Memo • Official Record • FOSA Office of Human Resources Presentation

  19. Decision Making Leave • Keep administration informed • Review prior issues • Outline new issues • Be specific about expectations • Meet privately • Listen • Affirm the employee Office of Human Resources Presentation

  20. Decision Making Leave • Require employee’s written response • Manage the workload • Be firm about future action to be taken • When Employee Returns • Express confidence • Collect employee’s written response • Monitor performance • Provide feedback and coaching Office of Human Resources Presentation

  21. Decision Making Leave Employee responsibility • Use the time to reflect • Write a response • Address insufficiencies • Affirm intent to succeed • Return on time Office of Human Resources Presentation

  22. Decision Making Leave:The End, or Not? • Employee resigns • Late return • No return Office of Human Resources Presentation

  23. Performance Management Success • Communicate using FOSA • Remove obstacles • Provide training • Provide feedback • Evaluate performance Office of Human Resources Presentation

  24. Do I Ever Wipe the Slate Clean? • How? • When? • Why? • Other Questions? Office of Human Resources Presentation

  25. IS IT OVER? • Grievance • Law Suit • EEO complaints • Retaliation Office of Human Resources Presentation

  26. Office of Human Resources Presentation

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