Go 55 Employee Counseling

Front 1

What is the purpose of the employee counseling general order?

Back 1

to establish a uniform and systematic policy for counseling and documentation

Front 2

Where is the only location for counseling notes?

Back 2

Personnel Counseling Tab - supervisors shall not have any notes except for those that have been entered into the Personnel System

Front 3

What is counseling used for

Back 3

helping members identify performance and/or behavioral problems and then find a solution

Front 4

What dictates the need for counseling?

Back 4

the severity and frequency of the performance deficiencies and/or behavioral problems

Front 5

Who's responsibility is it to recognize issues?

Back 5

company officers/supervisors

Front 6

An effective counselor should have ______ for, and ____ with, the member.

Back 6

respect for and credibility with the member

Front 7

A counselor should be empathetic and should create an ____ climate.

Back 7

open climate where communications can proceed smoothly

Front 8

Counselors should have ____ defined ________.

Back 8

clearly defined expectations and should communicate thee expectations to the member

Front 9

Counselors should _________ how improvement will be __________

Back 9

outline how improvement will be assessed and state the consequences if expectations are not met.

Front 10

To prepare for the counseling sessions the officer/supervisor should develop a clear outline of what?

Back 10

the problem behavior and the expectations for the member.

1. what is the expectation
2. how will the expectation be achieved
3. what will occur if expectation is not met

Front 11

The officer should develop a strategy to handle distractors (i.e.):

Back 11

blame shifting

arguing realities

turning the tables

silence

intimidation

Front 12

When should the counseling session be administered

Back 12

as soon as possible after the conduct has been observed.

Front 13

Conducting the counseling session (steps to setting it up)

Back 13

1. schedule the meeting (privacy)
2. Explain the purpose (describe the issue)
3. Be direct and get right to the point
4. Give member a chance to express
   1. Specify change expected and secure an agreement (stop, start, responsibilities, deadlines, resources, consequences)

Front 14

What are some common mistakes made by the counselor?

Back 14

• Discussing motive
• Diagnosing the member
• Losing Temper
• Backing away for expectations
• Allowing member to evade
• using emotional/moral appeals
  • Threatening consequences that can not be carried out

Front 15

How is the counseling session documented?

Back 15

After the session make an entry in the Personnel System\counseling tab.

Require member to review

Give them copy if they want

Front 16

Good documentation should be;

Back 16

• timely
• professional and objective
• clear and concise
• precise and accurate

Front 17

Can the member appeal the counseling entry?

Back 17

yes - they may appeal counseling entries to a union representative who will bring to division head for consideration.

Front 18

After a ____ the member can have his entry reviewed and the supervisor can make an entry documenting corrective action

Back 18

year.

Front 19

If during follow-up the members conduct has changed the officer should make an entry in the Counseling tab. If it hasn't then_____

Back 19

follow through with the consequences as outlined