Investigation and Documentation
In order to address a continuing or serious performance problem, a supervisor or manager needs to investigate and document the situation. There are many reasons to do a thorough and fair investigation of a performance problem and to obtain relevant documentation. Sometimes problems are only based on perceptions, with no factual or documented evidence to support such perceptions. Sometimes allegations come from biased sources. When more serious actions are being considered, information should be organized for review by senior management and management may also seek advice and assistance from the designated Human Resources Organizational Consultant. It is important to recognize that actions based on incomplete or inaccurate information may be challenged by eligible employees through the dispute resolution process or with a discrimination complaint.
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