Date
of Last Review 5/3/07
SME: Director of Personnel Systems Management
UTHCPC encourages the fair, efficient and equitable resolution of problems arising
from employment relationships.
UTHCPC supervisors have four non-disciplinary actions, interventions, that they can choose from:
 | Coaching |
| Performance feedback review |
| Notice of problem performance |
| Intensive supervision |
Choosing an action: Those actions are not sequential nor hierarchical, and supervisors can use them independently.
Coaching is as follows:
| Is the least structured intervention |
| Involves positive correction or redirection |
| Is verbal and does not involve a private meeting |
| Focuses on how to do a task correctly and what acceptable standards will be noted |
Notation: The supervisor should note the date, time, and subject of the intervention.
Performance feedback review is as follows:
| Is slightly more structured than coaching |
| Is used if coaching has not been effective or if the initial problem warrants a more intense response |
| Focuses on the performance problem, how to resolve it and the indicators of positive performance |
| Is conducted in private and the employee is cautioned that further problem may result in formal disciplinary action |
Noting the intervention: The supervisor should note the date, time, and subject of the intervention.
Notice of problem performance is as follows:
| Is a written document that contains the following: |
 | The problem |
| Why it is a problem |
| How it can corrected |
| When it must be corrected |
| The consequences of continued poor performance |
| Is used when the previous interventions have failed or when the severity of the problem warrants initial use |
| Is presented during a private counseling session and the employee must sign it |
Refusal to sign: If the employee refuses to sign, the supervisor must note the refusal in the document
Copies of notice: The employee keeps a copy, and the supervisor places another copy in the personnel file.
Consulting the department manager: The supervisor must consult the department head before s/he presents the notice to the employee.
A supervisor uses the intensive supervision in the following situations:
| If previous interventions have been ineffective |
| If the severity of the situation warrants an immediate, intense response |
The period of the intensive supervision will be for a specific period of time that will commensurate with the problem performance. This measure can also be taken immediately following a formal disciplinary action (suspension or demotion).
The supervisor has the following responsibilities during the intensive supervision period:
Stage |
Supervisor Responsibilities | ||||||||||
Prior to intensive supervision |
Supervisor does the following after consulting with the appropriate administrative officer and the Human Resources Relations department:
| ||||||||||
During intensive supervision |
|
A supervisor may choose to place an employee on suspension with pay status with the approval of the department manager and pending the outcome of the investigation in the following situations:
| If patient abuse is alleged |
| If the employee's continuous presence in the workplace may compromise the safety of the other employees or the integrity of the hospital program/system |
Review of suspension:
The appropriate Director must review the suspension with pay status on the third day and each subsequent day until the investigation is complete.
For guidelines on formal disciplinary actions, supervisors can consult the UTHSCH Hoops 5.13 Disciplinary Actions.
The Joint Commission Human Resources Standards
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