{"id":4782,"date":"2025-11-04T16:57:04","date_gmt":"2025-11-04T16:57:04","guid":{"rendered":"https:\/\/offices.austincc.edu\/human-resources\/?page_id=4782"},"modified":"2025-11-21T23:01:45","modified_gmt":"2025-11-21T23:01:45","slug":"addressing-employee-performance-conduct-for-supervisors","status":"publish","type":"page","link":"https:\/\/offices.austincc.edu\/human-resources\/addressing-employee-performance-conduct-for-supervisors\/","title":{"rendered":"Addressing Employee Performance &amp; Conduct for Supervisors"},"content":{"rendered":"<p>Supervisors are responsible for fostering accountability, professionalism, and respect in the workplace. This page provides guidance on addressing performance or conduct concerns fairly, documenting actions appropriately, and partnering with HR to ensure each step aligns with College policy and ACC\u2019s values.<\/p>\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n<h3 class=\"wp-block-heading\"><strong>Overview<\/strong><\/h3>\n<p>Supervisors are expected to address performance and conduct issues <strong>promptly, fairly, and respectfully<\/strong> while maintaining confidentiality and objectivity.<\/p>\n<p>ACC\u2019s <strong>Accountability Framework<\/strong> is designed to help employees succeed and to ensure consistent, legally compliant action across the College.<\/p>\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n<h3 class=\"wp-block-heading\"><strong>Supervisor Responsibilities<\/strong><\/h3>\n<ul class=\"wp-block-list\">\n<li>Provide clear expectations, timely feedback, and appropriate support.<\/li>\n<li>Consult HR before taking formal disciplinary action.<\/li>\n<li>Allow reasonable time (typically one business day) to gather facts before responding to incidents, unless immediate action is required for safety.<\/li>\n<li>Document discussions, coaching efforts, and outcomes accurately and promptly.<\/li>\n<li>Initiate probation, suspension, or termination actions in <strong>Workday<\/strong> in order to ensurer review and approval by HR and the divisional Vice Chancellor.<\/li>\n<\/ul>\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n<h3 class=\"wp-block-heading\"><strong>Addressing Performance or Conduct Concerns<\/strong><\/h3>\n<p>ACC\u2019s approach to addressing performance or conduct issues is rooted in fairness and growth. When concerns arise, supervisors use the College\u2019s <strong>Accountability Framework<\/strong>, which focuses first on improvement and open communication.<\/p>\n<figure class=\"wp-block-table\">\n<table class=\"has-fixed-layout\">\n<tbody>\n<tr>\n<td><strong>Step<\/strong><\/td>\n<td><strong>Description<\/strong><\/td>\n<td><strong>Who Is Involved<\/strong><\/td>\n<\/tr>\n<tr>\n<td><strong>Verbal Coaching<\/strong><\/td>\n<td>Supervisor provides objective and timely feedback about the concern, shares the impact, clarifies expectations, and identifies needed support.<\/td>\n<td><strong>Supervisor<br \/>Employee<\/strong><\/td>\n<\/tr>\n<tr>\n<td><strong>Written Coaching\/Warning<\/strong><\/td>\n<td>Formal documentation outlining performance concerns, expectations, and a timeline for improvement which may be serious, and\/or discussed previously.<\/td>\n<td><strong>Supervisor<br \/>Employee<br \/>HR or next-level supervisor may consult<\/strong><\/td>\n<\/tr>\n<tr>\n<td><strong>Probation<\/strong><\/td>\n<td>Set monitoring period with scheduled check-ins. No transfer\/promotion; supervisor may limit duties or leave. A Performance Improvement Plan (PIP) may be offered during or outside probation.<\/td>\n<td><strong>Supervisor<\/strong><br \/><strong>Employee<\/strong><br \/><strong>Next-Level Supervisor<\/strong><br \/><strong>Divisional Vice Chancellor<\/strong><br \/><strong>HR<\/strong><\/td>\n<\/tr>\n<tr>\n<td><strong>Suspension<\/strong><\/td>\n<td>Temporary removal from duty without pay due to serious misconduct, or as a paid, non-punitive measure while fact-finding is underway.<\/td>\n<td><strong>Supervisor<\/strong><br \/><strong>Next-Level supervisor<\/strong><br \/><strong>Divisional Vice Chancellor<\/strong><br \/><strong>HR<\/strong><\/td>\n<\/tr>\n<tr>\n<td><strong>Termination<\/strong><\/td>\n<td>Employment ends after prior steps, or when immediate termination is warranted, and upon HR review.<\/td>\n<td><strong>Immediate supervisor<\/strong><br \/><strong>Next-level supervisor<\/strong><br \/><strong>Divisional Vice Chancellor<\/strong><br \/><strong>HR Vice Chancellor<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n<p>Not every step must occur in sequence. The appropriate response shall be proportionate to the nature and severity of the concern.<\/p>\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n<h3 class=\"wp-block-heading\"><strong>How HR Supports Supervisors<\/strong><\/h3>\n<p>Your <a href=\"https:\/\/offices.austincc.edu\/human-resources\/hr-business-partners\/\">HR Business Partner <\/a>can:<\/p>\n<ul class=\"wp-block-list\">\n<li>Assess risk and recommend appropriate next steps including resources and referrals<\/li>\n<li>Draft or review documentation<\/li>\n<li>Coach you through difficult conversations<\/li>\n<li>Ensure consistent, legally compliant application of policy<\/li>\n<li>Support Workday processes for formal actions<\/li>\n<\/ul>\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n<h3 class=\"wp-block-heading\"><strong>When to Contact HR<\/strong><\/h3>\n<p>Reach out to HR if you:<\/p>\n<ul class=\"wp-block-list\">\n<li>Are unsure how to address a concern<\/li>\n<li>Want help drafting or reviewing documentation<\/li>\n<li>Believe an issue may lead to suspension, probation, or termination<\/li>\n<li>Are considering administrative leave or suspension<\/li>\n<li>Receive a complaint involving discrimination, retaliation, or harassment<\/li>\n<li>Need support navigating Workday actions or escalation<\/li>\n<\/ul>\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n<h3 class=\"wp-block-heading\"><strong>Final Guidance for Supervisors<\/strong><\/h3>\n<ul class=\"wp-block-list\">\n<li>Engage HR early \u2014 early partnership prevents escalation.<\/li>\n<li>Never take disciplinary action without clear documentation and HR consultation.<\/li>\n<li>Approach these conversations with steadiness and compassion; the goal is employee success.<\/li>\n<\/ul>\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n<h3 class=\"wp-block-heading\"><strong>Resources<\/strong><\/h3>\n<p><a href=\"https:\/\/offices.austincc.edu\/equal-opportunity-compliance\/\">Office of Equal Opportunity Compliance (OEOC)<\/a><br \/><a href=\"https:\/\/offices.austincc.edu\/ombudsperson\/\">Ombudsperson<\/a><br \/><a href=\"https:\/\/offices.austincc.edu\/human-resources\/hr-business-partners\/\">HR Business Partners<\/a><br \/><a href=\"https:\/\/sites.austincc.edu\/administrative-rules\/?p=1103\">Administrative Rule 4.1201.03 \u2013 Progressive Discipline Procedures for Non-Faculty Staffing Table Employees<\/a><br \/><a href=\"https:\/\/sites.austincc.edu\/administrative-rules\/?p=1096\">Guideline\/Procedure 4.1201.03.1 \u2013 Progressive Discipline for Non-Faculty Staffing Table Employees<\/a><br \/><a href=\"https:\/\/offices.austincc.edu\/human-resources\/workday\/\">Workday Tools and Templates<\/a><\/p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Supervisors are responsible for fostering accountability, professionalism, and respect in the workplace. This page provides guidance on addressing performance or conduct concerns fairly, documenting actions appropriately, and partnering with HR to ensure each step aligns &hellip; <a href=\"https:\/\/offices.austincc.edu\/human-resources\/addressing-employee-performance-conduct-for-supervisors\/\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":58,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-4782","page","type-page","status-publish","hentry"],"featured_image_src":null,"featured_image_src_square":null,"_links":{"self":[{"href":"https:\/\/offices.austincc.edu\/human-resources\/wp-json\/wp\/v2\/pages\/4782","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/offices.austincc.edu\/human-resources\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/offices.austincc.edu\/human-resources\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/offices.austincc.edu\/human-resources\/wp-json\/wp\/v2\/users\/58"}],"replies":[{"embeddable":true,"href":"https:\/\/offices.austincc.edu\/human-resources\/wp-json\/wp\/v2\/comments?post=4782"}],"version-history":[{"count":0,"href":"https:\/\/offices.austincc.edu\/human-resources\/wp-json\/wp\/v2\/pages\/4782\/revisions"}],"wp:attachment":[{"href":"https:\/\/offices.austincc.edu\/human-resources\/wp-json\/wp\/v2\/media?parent=4782"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}