Supervisors and employees communicate regularly about how progress is or is not being made . This process usually includes discussions and written documentation. Either may initiate the communication. Both are responsible for engaging in it constructively. The supervisor is responsible for documenting progress discussions.
Supervisors conclude corrective action .
Either the problem is resolved or other action is taken as described. In many circumstances, the performance problems can be corrected through informal conversations between the supervisor and the employee and no documentation is required. In more serious or complex situations, the problem statement and the corrective action expected should be written down by the supervisor and reviewed with the employee to minimize the chance for miscommunication. Contact Human Resources for guidance in composing the document and submit a copy for inclusion in the personnel file. In some circumstances the problem is so serious that extraordinary measures other than typical corrective action may need to be taken.