Week 9 Assignment - Performance Management Process
Part 1: Record of First Conversation with Employee:
Jim J. spoke with the Human Resources Manager on March 20th, 2025. I reached out to Jim prior
to a report from his supervisor regarding consistent severe tardiness which began to disrupt the
production line. I asked Jim a series of questions to identify why he was arriving late and if there
was anything HR could do to help him arrive on time. I also asked Jim about his work life
balance to determine if anything outside of work was causing him to be late on several
occasions. I remined Jim that his lateness negatively affects his coworkers because it causes a
disruption on the production line. Jim was made aware that his constant tardiness could result in
further disciplinary actions such as a disciplinary plan. I complimented Jim on his previous
performance; He was told that we would like to see his performance and productivity increase as
it was during the first six months of his employment.
Part 2: Progressive Disciplinary Plan:
Jim J. spoke with the Human Resources Manager on June 20th, 2025. The subject of this
conversation involves Jim persistent discipline issues. According to Jim’s supervisor, Jim has
been continuously coming in late, falsifying timecards. Jim was made aware, during our first
conversation, that further problems could result in disciplinary actions being taken. I let Jim
know that we still want his productivity and performance to improve. I asked Jim a series of
questions revolving around his current and past behavior. I wanted to know what caused his
constant tardiness. I asked him if there was anything that HR could do to help improve his
attendance. Jim was lectured about the consequences regarding falsifying timecards and leaving
work early. Jim was told about the Progressive Disciplinary Plan that was created due to his
behavior. The purpose of this Progressive Disciplinary Plan is to address Jim’s ongoing issues,
expectations for his behavior and the consequences if his behavior fails to improve. Jim is made
aware that all employees must arrive on time for their shifts and may not leave early without
permission.
We expect Jim to arrive on time without falsifying the timecards. If his behavior continues, he
will receive a verbal warning. If his behavior continues, there will be a written warning. If there
is no improvement after the written warning, Jim will receive a final warning. The final warning
will highlight the seriousness of the situation and further actions that can be taken against him if
incidents continue to occur. After the final warning, Jim could be terminated.
Part 1: Record of First Conversation with Employee:
Jim J. spoke with the Human Resources Manager on March 20th, 2025. I reached out to Jim prior
to a report from his supervisor regarding consistent severe tardiness which began to disrupt the
production line. I asked Jim a series of questions to identify why he was arriving late and if there
was anything HR could do to help him arrive on time. I also asked Jim about his work life
balance to determine if anything outside of work was causing him to be late on several
occasions. I remined Jim that his lateness negatively affects his coworkers because it causes a
disruption on the production line. Jim was made aware that his constant tardiness could result in
further disciplinary actions such as a disciplinary plan. I complimented Jim on his previous
performance; He was told that we would like to see his performance and productivity increase as
it was during the first six months of his employment.
Part 2: Progressive Disciplinary Plan:
Jim J. spoke with the Human Resources Manager on June 20th, 2025. The subject of this
conversation involves Jim persistent discipline issues. According to Jim’s supervisor, Jim has
been continuously coming in late, falsifying timecards. Jim was made aware, during our first
conversation, that further problems could result in disciplinary actions being taken. I let Jim
know that we still want his productivity and performance to improve. I asked Jim a series of
questions revolving around his current and past behavior. I wanted to know what caused his
constant tardiness. I asked him if there was anything that HR could do to help improve his
attendance. Jim was lectured about the consequences regarding falsifying timecards and leaving
work early. Jim was told about the Progressive Disciplinary Plan that was created due to his
behavior. The purpose of this Progressive Disciplinary Plan is to address Jim’s ongoing issues,
expectations for his behavior and the consequences if his behavior fails to improve. Jim is made
aware that all employees must arrive on time for their shifts and may not leave early without
permission.
We expect Jim to arrive on time without falsifying the timecards. If his behavior continues, he
will receive a verbal warning. If his behavior continues, there will be a written warning. If there
is no improvement after the written warning, Jim will receive a final warning. The final warning
will highlight the seriousness of the situation and further actions that can be taken against him if
incidents continue to occur. After the final warning, Jim could be terminated.
