Do’s and Don’ts of Documenting Employee Behavior, Performance, and Discipline
Diane L. Dee, President and Founder of Advantage HR Consulting, LLC is a senior Human Resources professional with over 30 years of experience in the HR arena. Diane’s background includes experience in HR consulting and training & administration in corporate, government, consulting and pro bono environments.
Diane founded Advantage HR Consulting in early 2016. Under Diane’s leadership, Advantage HR Consulting provides comprehensive, cost-effective Human Resources solutions for small to mid-sized public and private firms in the greater Chicagoland area. Diane also develops and conducts webinars on a wide variety of HR compliance and administrative topics for various training firms across the country. Additionally, Diane is the author of multiple white papers and e-books addressing various HR compliance topics.
Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, CPC, sDEI certification. Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
This webinar has been approved for 1.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
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The absence of solid documentation is the single most common mistake employers make when handling employee performance, behavior, and discipline issues. Not properly documenting, or not documenting at all, can hurt employers and employees in several ways. Documentation can make or break a manager’s ability to discipline, terminate, fairly promote, reward, and recognize employees. Additionally, solid documentation will become an employer’s best friend when an employee brings discrimination or other employment-related claims against the organization.
Possessing a solid understanding of the do's and don’ts of documenting employee performance, discipline, and behavior is an essential tool for managers and supervisors because they need to make a serious effort to effectively record all events in the employment history of their employees both positive and negative.
Areas Covered
- Importance of solid documentation
- Role documentation plays in investigations and lawsuits
- If it isn’t documented, it didn’t happen!
- What, When, and How to document?
- Documenting as a routine task – don’t put it off!
- Errors and pitfalls when documenting performance and behavior
- Best practices and guidelines when documenting performance and behavior
- Analyzing performance and behavioral problems
- What is Progressive Discipline?
- Utilizing Progress Discipline in your workplace
- Handling employee disagreements with disciplinary and/or performance write-ups
- What to do when an employee refuses to sign/acknowledge performance write-ups?
- Documentation examples: The good, bad, and the ugly!
- Use of Subjective vs. Objective terminology and examples
- Assessing the risks of taking action versus not taking action
- Stakeholder responsibilities in the Performance Appraisal process
- Factors that distort performance appraisals
- Common issues when providing feedback and how to overcome them
- Tactics for providing effective feedback
- Pitfalls to avoid when assessing performance
- Goals and key elements of conducting effective investigations of performance and behavior
- Taking corrective action
- Documentation retention
Who Should Attend
- Business Owners
- Human Resources professionals
- Managers and Supervisors
- Project Managers
- Team Leaders
- Compliance professionals
- Operations professionals
- Talent Development professionals
Why Should You Attend
Participants in this presentation will learn the importance of and how to create effective, bullet-proof documentation, recognize the pitfalls to avoid when documenting, the importance of the performance appraisal process, and understand documentation’s role in investigations and lawsuits.
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$200.00
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