Some companies implement corrective action with an employee who is not not working up to standard. Most corrective action situations call for the establishment of a specific plan of action designed to recognize and overcome obstacles and enhance performance.
If an employee is not performing at a level that meets or exceeds the requirements of his job, a supervisor may have to administer corrective action to improve the deficiency or shortcoming.
Corrective action is normally implemented when an employer has not been able to improve performance using other methods such as mentoring and coaching.
When a supervisor decides to use corrective action, she starts the process with a verbal warning. The supervisor will speak with the employee in private about her concerns, specifically and objectively outlining the employee's deficiencies. She will also make a note in the employee's file that a verbal warning has been issued.
A supervisor will also indicate the consequences of not correcting the deficiencies. If the employee does not correct the identified problems within a set time frame, a written warning is issued. The written warning outlines all of the details of the situation along with possible consequences if improvements are not made.
After the written warning has been issued and if improvements are still not made, remedies could include a suspension without pay, reduction of pay, demotion to a lower job classification, or even dismissal.
Melvin J. Richardson has been a freelance writer for two years with Associated Content, and writes about topics such as banking, credit and collections, goal setting, financial services, management, health and fitness. Richardson has worked for several banks and financial institutions and gained invaluable experience and knowledge. Richardson holds a Master of Business Administration in Executive Management from Ashland University in Ashland Ohio.