When the decision has been made to take an employee through your published progressive discipline process, you protect yourself and serve your employees best by documenting facts that have driven the decision to take progressive discipline action.

The following is noted in the BusinessCPR™ Progressive Disciple Policy:

Before the Meeting.  Arrange to meet with the employee privately.  The discipline of an employee is not to be done in public or in front of other workers.   Meeting preparation includes reviewing notes and files about the specific incident or problem in question and any past discipline taken, either verbal or written.

The BusinessCPR™ Employee Administrative Action Report is a management tool designed to help organize the facts driving the need for progressive discipline and to help you lay out the key talking points you plan to use in the progressive discipline conversation.  Use of the BusinessCPR™ Progressive Disciple Form is to help you record the key points raised during progressive discipline conversation.  The employee administrative action report is used to help you lay out the context for having progressive discipline conversation.

Again, the goal of a progressive discipline process is to position management to deal fairly and decisively with employees who fail to meet minimum performance standards.  Progressive discipline is the third component of your Contributions Management Process or CMP.  It aims to either help those struggling to contribute to business results earn the money you are paying them or move them out reasonably and decisively from your employ.  The following tool helps you prepare for doing this.

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