Overview
Texas A&M University supports the use of progressive discipline, when appropriate, to address employee performance and conduct concerns. Progressive discipline emphasizes corrective action first while recognizing that more serious misconduct or continued performance concerns may require disciplinary action.
The process is administered in accordance with the following resources:
Definitions
Personnel Corrective Action
A personnel corrective action is an employment action that does not affect an employee's pay or status. It addresses job-related conduct or performance concerns and provides guidance for returning to acceptable standards. Departments are encouraged to consult Employee Relations when considering corrective action.
Personnel Disciplinary Action
A personnel disciplinary action affects an employee's pay or status. It is typically used for more serious incidents of inappropriate job-related conduct or performance or when corrective action has not produced the desired results. Employee Relations must review the matter and consult with the System Office of General Counsel before disciplinary action is taken.
Progressive Discipline Process
Step 1: Coaching Session
A coaching session is generally the first response to performance concerns such as attendance issues, unsatisfactory job performance, or inappropriate conduct. Coaching provides an opportunity to address problems early and support employee improvement.
During the coaching session, the employee should:
- Recognize that a problem exists.
- Understand the nature of the concern.
- Acknowledge the need to correct the issue.
- Understand the consequences if the problem continues.
Supervisors should document the discussion using the Managers' Notes form.
Step 2: First Disciplinary Action
If performance or conduct does not improve, the supervisor should meet with the employee to clearly communicate the required changes and document the interaction.
The employee should be provided with a Memorandum of Expectations. Supervisors should work with their Employee Relations Business Partner when preparing documentation.
Step 3: Second Disciplinary Action (If Necessary)
If the employee continues to perform below the standards outlined in the Memorandum of Expectations, the supervisor may proceed with a Personnel Corrective Action.
Before taking action, supervisors should work with their Employee Relations Business Partner to evaluate concerns and prepare appropriate documentation.
Step 4: Termination or Alternative Action
Termination should generally be considered only after less severe corrective measures have not resolved performance or behavior concerns.
Alternative disciplinary actions may include demotion or suspension without pay, depending on the circumstances.
Supervisors should contact their Employee Relations Business Partner to determine the appropriate action and obtain required documentation.
Forms, Templates, and Tools
Contact and Help
Contact Employee Relations for guidance regarding employee performance concerns, corrective actions, disciplinary actions, or dismissal procedures.