District Resource Guide - Polk County School District

‣ How long has the individual (if employee) been employed in the district and
what is his/her performance record?
‣ Has the individual previously violated this or other policies?
‣ In reaching and documenting the conclusion, use factual conclusions;
consider how policies, procedures, contract language, etc. apply and
document what action, if any, will be taken.
‣ Distribute the findings and/or your decision, as appropriate.
PROGRESSIVE DISCIPLINE
As a supervisor, before implementing Progressive Discipline procedures, meet with the
employee and share your concerns. Then ask for his or her response. Remember to
listen carefully, take notes, and minimize interruptions while the employee responds.
As you follow Progressive Discipline steps, consider assigning professional development
and/or encourage the use of Employee Assistance Program (EAP) counseling sessions, as
appropriate. The goal is always to convince the employee to bring his or her
performance up to an acceptable level.
When determining the appropriate disciplinary action, consider the following factors.
‣ The severity of the offense.
‣ The number of repetitions of the offenses and length of time
between offenses.
‣ Related misconduct by the employee in other employment
including findings of guilt or innocence, discipline imposed and
discipline served.
‣ Degree of physical and mental harm to a student, co-worker or
member of the public.
Progressive Discipline: Objectives
‣ To promote and maintain acceptable behavior on the part of all employees.
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