Coaching and Counseling. Coaching and counseling are not considered disciplinary actions. The purpose of coaching and counseling is to provide direction to an employee to help them improve their performance and/or behavior and understand their supervisor’s expectations of them. Where possible and dependent on the conduct at issue, coaching and counseling may be provided prior to moving to informal or formal discipline.
Coaching and Counseling. Coaching/counseling is the expected method for the PSD or designee to inform an employee about a problem in the areas of work performance, conduct, or attendance. The objective of performance coaching/counseling is to help the employee recognize that a problem exists and to develop effective solutions to improve the employee's performance. Since it is the PSD's approach to a performance problem that often brings about the employee's decision to change behavior, it is critical that the PSD or designee be prepared. Coaching/counseling is intended to be a deliberation and discussion between the PSD or designee and employee. Normally, performance problems can be resolved at this step. Coaching/counseling memos or notes kept in the PSD's or designee's operating file should be deactivated in the same manner as oral reminders. If a bargaining- unit employee requests a shop xxxxxxx prior to or during coaching/counseling meeting, such request shall be granted.
Coaching and Counseling. Coaching and counseling are not considered discipline and may not be protested through the grievance process. Examples may include directives, letters of confirmations of verbal counseling or letters of expectation. These are less formal means of resolving issues related to daily operations or conflicts. Counseling may serve as notice to the employee for future disciplines. Counseling can be maintained in the supervisory file for review for yearly evaluations, but are not placed in the personnel file. Upon request, an employee may review and request copies of counseling documents in their supervisory file. The employee may submit a written rebuttal to the counseling, which will be maintained in the supervisory file with the counseling document. Nothing in this Section shall be construed to prevent or prohibit the City from discussing operational matters informally with employees.
Coaching and Counseling. 7 Coaching and counseling, or any form of informal discipline, must occur face- 8 to-face between the nurse and the nurse’s supervisor, or the nurse’s 9 designee. Coaching and counseling may include written documentation. The 10 Hospital cannot use any social media, as described in Article 5.2, as means 11 to coach or counsel a nurse. 12
Coaching and Counseling. Nothing in this article is intended to preclude the need for coaching, counseling, and/or training for improved performance or behavior.
Coaching and Counseling. Coaching/counseling is the expected method for the supervisor to inform an employee about a problem in the areas of work performance, conduct, or attendance. The objective of performance coaching/counseling is to help the employee recognize that a problem exists and to develop effective solutions to it. Since it is the supervisor's approach to a performance problem that often brings about the employee's decision to change behavior, it is critical that the supervisor be prepared. Coaching/counseling is intended to be a deliberation and discussion between the supervisor and employee. Normally, performance problems can be resolved at this step. Coaching/counseling memos or notes kept in the supervisor's operating file should be deactivated in the same manner as oral reminders (Section VI.A) If a bargaining-unit employee requests a shop xxxxxxx prior to or during coaching/counseling, such request shall be granted.
