Performance Improvement: For People Leaders

The university’s philosophy on improving performance and behavior is corrective and progressive.

Whenever possible, the university encourages informal resolutions to problems including coaching, counseling, and training. When these efforts don’t result in desired change, formal progressive discipline is an appropriate next step. Before imposing discipline, supervisors are expected to consult with their college or unit HR representative.

Your role in employee discipline

• Address performance problems in a timely manner
• When in doubt, talk to your college or unit HR representative
• Read Policy 6.11.3 Employee Discipline
• Read bargaining unit contracts if appropriate
• Take SUPERHR8006: Discipline in CULearn

Informal resolution

Develop your skills

Problem solving and resolving issues in the workplace is a learned skill like anything else. As a people leader it’s important for you to expand your skillset in areas such as conflict management, coaching, counseling and feedback.

Trainings for your employees

If your employee needs to up-skill, consider researching and recommending courses they can take for free through LinkedIn Learning, SkillSoft, CULearn, or within eCornell's on-demand offerings.

Resources

• Performance Improvement Plan

Formal discipline

The decision to issue formal discipline should be done in consultation with your college or unit HR representative. Be ready to discuss:

• The actual performance problem, including the policy or work rule that is being violated
• The impact on the organization, including the implications for other employees
• Time frame for the problems, including the frequency and nature of the problem
• The employee’s work history including any record or history of discipline
• Extenuating factors
• Degree of orientation

Your HR representative will help you walk through the stages of the formal disciplinary process. These stages are:

• Oral warning
• Written warning
• Final written warning or suspension
• Termination