employee involvement in the disciplinary process presented by: pamela skyrme, phd skyrme &...
TRANSCRIPT
Employee Involvement in the Disciplinary Process
Presented by:
Pamela Skyrme, PhDSkyrme & Associates, Inc
Cynthia BenderCity of Clearwater Human Resources
Progressive vs. Positive Discipline
Progressive
• Punitive
• Done “to” employee
• Adversarial
• No follow-up
• No positive recognition
Positive
• Developmental
• Done “with” employee
• Collaborative
• Follow-up as necessary
• Recognizes success
Value-Added Outcomes ofPositive Discipline
• Provides more complete documentation
• Program generates more understanding, acceptance, and support for behavioral change
• Focuses on correcting problems, not punishing employees
• Recognizes and reinforces good performance
• Provides method to confront those not meeting standards while maintaining and enhancing the employee’s self-esteem
• Influences employees to change behavior, accept responsibility, and return to fully acceptable level of performance
• Promotes teamwork and communication at all levels of the organization
Value-Added Outcomes ofPositive Discipline
PHASE I: Development and Implementation - How We Got
Here...
• In May 1995, HR formed Constructive Action Team (CAT) to review disciplinary program
• CAT conducted focus groups of 10% of employees
• CAT decided to develop new program
• Unions became involved
• Draft of new plan created
PHASE I: Development and Implementation - How We Got
Here...
• More focus groups held with 10% of employees
• Program modified based on feedback
• Approval!
• Implemented March 1998
Department and Citywide Standards
Developed with Employee Input
Based on PIE
Personal Responsibility
Integrity
Excellence
Changes in Document Retention
• Action plans kept in departments if they are successfully completed
• Removed and destroyed after 3 years (per records retention requirements)
Results Based on Supervisor’s Survey
conducted 6 months after implementation
46% response rate
Results revealed:
• 106 action plans implemented
• 53 of action plans successful
• 14 terminations or resignations
• 26 plans still in effect
• 13 unknown outcomes
Benefits of P.B.M.P.Expressed by Supervisors
• Positive, problem-solving approach
• Better documentation
• Can be structured per case
• Gives more flexibility
• Puts responsibility on employee to improve
• Brings intervention and resolution to the first-line supervisory level
Benefits of P.B.M.P.Expressed by Supervisors
• Employees seem to feel more comfortable with action plans as opposed to old discipline system
• Forces communication of standards
• Get direct feedback from employees, rather than relying on hearsay
• Solved problem
Difficulties Encountered by Supervisors
• Coordinating review dates and times
• Need more understanding of program
• Told to revise action plan by superior
• Persistent problems with same employee
• Too much paperwork
Difficulties Encountered by Supervisors
• Takes a great deal of time
• Better employees feel ignored
• Supervisors ignore action plan steps – use coaching only
• Some employees don’t take program seriously
Feedback from Employee Focus Groups
• Even after mandatory training, many employees don’t know much about the program
• Many departments did not include employees in standards revisions
• Need more training and information
• Other people want to know the outcomes of action plans
Phase II: Where are We Now?
• Organized new team
• Began department liaison program
• Conducted facilitator training
• Coordinated supervisor training
• Revising standards
• Measuring of results
From the City’s Perspective:
• Increases accountability
• Creates partnerships
• Addresses issues quickly
• Participation creates buy-in
• Uses discipline to teach, not to punish
• Corrects problems and deficiencies
• Reduces grievances and arbitrations
From the Employee’s Perspective:
• Employee-building
• Creates team building and communication
• Employee is accountable
• Much more positive - not fear-based
• Employees are taught and coached – not punished
For More Information, Contact:
• Pamela Skyrme, PhDSkyrme & Associates, Inc727-443-3199
• Cynthia BenderCity of Clearwater Human Resources727-562-4845