This guide helps supervisors understand how to work with Executive Office Human Resources (EOHR) when navigating performance management concerns. It outlines what EOHR will assist with and what supervisors are expected to manage directly during the process.
Supervisor Best Practices
Consult with Employee Relations
The supervisor should consult EOHR Employee Relations as soon as possible after observing or receiving reports that a team member has not met standards in areas such as:
- Dependability or reliability
- Productivity or quality of work
- Engagement, communication, or professional behavior
Coordinate with Stakeholders
EOHR and the supervisor will:
- Notify relevant stakeholders, including a Human Resource Consultant (HRC), EOHR Associate Director of Employee Relations, and unit leadership.
- Identify the next steps and responsibilities for gathering information and documentation.
Gather Key Information
With support from EOHR Employee Relations, the supervisor should collect:
- Applicable rules, policies, and standards.
- Past performance evaluations and any corrective actions or counseling records.
- Notes, reports, or documentation about the current concern.
- Information from relevant witness interviews.
Plan the Employee Discussion
EOHR Employee Relations and the supervisor will develop a plan for meeting with the employee. Should the employee be represented by a union, EOHR Employee Relations will ensure the plan aligns with the applicable collective bargaining agreement. Planning the meeting will include:
- Who will attend the meeting.
- Who will contact the employee and what will be said initially.
- Who will lead the discussion and take notes.
- What questions will be asked.
- What documents will be referenced or brought to the meeting.
Meet with the Employee
During the meeting:
- The Supervisor (and EOHR Employee Relations representative or the Human Resource Consultant, if attending) presents the concern clearly.
- The Employee has an opportunity to share their perspective.
- Standards and expectations are reviewed.
- Notes are taken by both the Supervisor and EOHR Employee Relations representative.
At the conclusion of the meeting, the Supervisor or EOHR Employee Relations will outline next steps for the employee.
Determine Next Steps
After the meeting, the Supervisor, EOHR Employee Relations, and Human Resource Consultant will debrief to assess the situation and determine appropriate next steps. Both of the following pathways can lead to dismissal if performance concerns continue.
If corrective action is warranted:
Classified staff typically follow this progression:
- Informal counseling
- Formal counseling
- Final counseling
Professional staff typically follow this progression:
- Informal counseling
- Letter of Expectations
Communicate Outcomes
EOHR Employee Relations will ensure that the Human Resource Consultant and leadership are updated and the Supervisor will:
- Present the outcome and expectations to the employee.
- Request that EOHR Employee Relations attend if additional support is needed.
Support Contact
The EOHR team is available for follow-up questions and additional guidance. Contact Terry Wilson, Associate Director of Employee Relations, for guidance or clarification about the process.