Disciplinary Process

Effective discipline is a corrective process designed to pivot undesirable performance or behavior toward a more positive outcome. At the first sign of any performance or conduct concerns, supervisors are encouraged to partner with Employee Relations for expert guidance and support.

Modifying Employee Performance

Moving from proactive support to formal disciplinary action.

Phase 1: Performance Support & Development: This initial sequence focuses on setting the employee up for success through proactive management:

  • Establishing and Communicating Clear Expectations
  • Providing Training on Processes and Procedures
  • Coaching Employee
  • Providing Constructive Feedback & Counseling

Phase 2: Progressive Discipline: If performance does not improve after the developmental phase, the process moves into formal disciplinary actions, categorized from Least Severe to Most Severe offenses:

  • Written Reprimand (Least Severe)
  • Suspension
  • Demotion
  • Termination (Most Severe)

Preparing for Disciplinary Action

Prior to imposing any type of disciplinary action, a supervisor should consider these factors.

Tips for Giving Corrective Action

Supervisors should follow these guidelines in an effort to provide employees with effective feedback.

Disciplinary Action Form

This form should be completed when issuing a written reprimand or suspension.

Grievance Form for ASFCME

For use by AFSCME-represented employees. Cannot be used for matters governed by the Maryland Police Accountability Act.

 

USM Board of Regents Policy VII-1.22 : Policy on Separation for regular Exempt employees.