Expert Supervisor

Expert Supervisor provides for a three-step pretermination process

Step 1. Coaching Memo

Meet privately with the employee and explain the standard or expectation.
Also, explain the reason for the standard or expectation.
Inform the employee that current behavior or performance is not meeting expectation.
Ask the employee for an explanation.
Offer assistance, including training or EAP, if appropriate.
Express confidence in the employee.
Follow up with a memo and maintain a copy for your work file. Check with your human resources representative to determine if a copy should also be placed in the employee's personnel file.

Step 2. Reminder Memo

Meet with the employee again.
Remind the employee of your earlier discussion.
Inform the person that expectations still not being met.
Review the standard or expectation again.
Ask if there is any reason why the employee cannot comply.
Explain the consequences of failure to correct the situation.
Express confidence in the employee.
Follow up with a memo and maintain a copy for your work file. Check with your human resources representative to determine if a copy should also be placed in the employee's personnel file.

Step 3. Decision Memo

Prepare memo in advance, then meet jointly with the employee with another manager or supervisor present.
Review the history of the situation and advise the employee that the situation must be corrected immediately.
Explain that the employee has two options: correct the situation or be discharged.
Discuss whether the job (or company) is a good fit for the individual.
Ask employee to make a decision. By choosing to stay in the job, the employee agrees to maintain good behavior and performance.
Instruct the employee to give the matter consideration and return the next business day to render a decision. At that time, if the decision is to stay, the employee is asked to sign the memo.
Maintain a copy of the memo in the employee's personnel file.