Supervisors may identify performance concerns that begin to escalate at any time during the year. 当这种情况发生时, 人力资源 (HR) will review the supervisor's concerns and recommendations before a performance improvement plan (PIP) is initiated or corrective action is taken. Below is the process HR follows for coordinating an improvement plan or corrective action, 如果有必要的话.

Performance Improvement Plans (PIP)

A PIP is a written document and a process to address performance concerns or behaviors. Being placed on a PIP does not mean the employee will be terminated due to poor performance. Rather, it is designed to ensure the employee understands what needs to improve.

The immediate supervisor initiates an initial conversation between the supervisor and HR. The purpose of that meeting is to identify the concerns and plans for improvement. In some circumstances, HR may determine that a conversation with the employee is necessary or may require a joint meeting with the supervisor and employee. 在所有情况下, the employee may initiate a conversation with HR to discuss their concerns related to the PIP.

HR reviews the draft PIP and offers feedback and guidance to the supervisor on the document, the duration of the PIP, and the planned conversation between the supervisor and employee. The supervisor reviews the final PIP with the employee and signs it to affirm their discussion. A signed copy of the PIP is filed in the employee's personnel file.

The supervisor will inform the respective department director/division cabinet member before the PIP is implemented. 

The supervisor and employee will have recurring/frequent meetings to track progress during the PIP period. At the end of the PIP period, the supervisor and staff employee will document how the employee either met the objectives/预期 outlined in the PIP or how performance has not met 预期 with a closeout document. If performance 预期 are not met, further corrective action may be necessary.

Corrective Action Process

When an employee's performance and/or behavior concerns have escalated beyond a PIP or are of a higher level of concern, options to address the continued concerns are considered through corrective action. Corrective action may include a verbal warning, 书面警告, 悬架, or termination of employment. Each circumstance is reviewed by the supervisor and HR to determine the appropriate corrective action to take that includes examining the nature, 严重程度, and continued performance concerns. Considerations may require further discussions with the employee and department director/ division head. 

If the employee believes they are being treated unfairly, they may initiate a conversation with other parties. Depending on the nature of the concern, these additional parties may include HR, 的监察员, the 第九条 coordinator or deputy coordinator, or their cabinet member. Employees may consult with HR for additional guidance and resources.

Following HR's review of the recommendation for corrective action, the Vice President for People and Workplace Culture is notified and may consult with the President to provide a final review and decision regarding the employment action.

就业释放

While 科罗拉多大学 is an at-will employer, CC strives to maintain open and honest communication with employees regarding performance and provide opportunities to voice their performance concerns. The 工作人员 Handbook has a section on 预期, and if an employee does not meet 预期 of the college, their supervisor, or violates 大学政策, employment may be affected and corrective action may be imposed. As all separations involve confidential and personal information, specifics cannot be discussed in detail, and practices may differ based on circumstances.

The College does not have a formal appeals process for someone who is released from employment.