1

Establish job description and criteria (expectations)

Supervisor does in writing, reinforces in person

2

Identify and provide resources

Computer, workspace, access, money, help/attention, networking, etc.

3

Provide orientation and/or training

Supervisor documents what's provided (or offered), adjust as needed.

4

Assign work and evaluate work

Ongoing from lead or supervisor

5

Give feedback

Supervisor does - ongoing for tasks, periodic for overall performance.

6

Hear about problem, verify accuracy

Supervisor gathers facts.

7

Review steps 1-5 above - were they done?

If steps above not done, supervisor goes back and does them now

8

Verbally counsel

Handle privately, make it non-confrontational.

9

Assess performance, if OK, matter is closed

If improvements aren’t seen, go thru steps 6-9 again.  Try different communication method (eg verbal vs email)

10

Inform PI if not still not successful

11

Inform PI and administrator

Supervisors, show documentation about trying steps 1-10

12

Prepare written counseling

Include examples of good/bad work, actions needed, new resources available, timeframe to correct (action plan)

13

Meet with individual privately

Go over written counselling, find out extenuating circumstances.  Give indiv chance to add their remarks to form.  (they need to acknowledge in writing if they don't want to)  Leave meeting with plan to improve.

14

Actively assess improvement based on action plan

Make notes for self

15

At end of timeframe, determine if problems corrected and communicate to indiv.

If not, go thru steps 11-14 again with new counselling form

UNRESOLVABLE SITUATION

16

If repeated efforts don’t produce improvement, contact PI and administrator to consider more serious action

Actions will be decided jointly among supervisor, PI and administrator.  HR will be involved if serious action is contemplated.