Positive Discipline

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Positive Discipline

• TECHNICAL COLLEGE SYSTEM OF GEORGIA
• STATEWIDE IMPLEMENTATION TEAM

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Agenda

• What is Positive Discipline
• Why Change?
• Traditional Progressive Discipline
• Advantages for employees
• Comparison of Systems
• Future Training and Development

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It began with a potato chip!

• Positive Discipline
• Grote, Dick. (2006). Discipline without
  punishment The proven strategy that turns
  problem employees into superior performers (2nd
  ed.). New York American Management Association.

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What is Positive Discipline?

• Provides for recognition of good performance
  exhibited by the majority of our employees.
• A system that provides a way of solving employee
  performance and conduct problems by focusing on
  an adult to adult relationship.
• Requires employees to take responsibility for
  their own behavior.

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What is Positive Discipline?

• Innovative Process for addressing performance in
  the work place.
• Is not punitive in nature
• Encourages communication

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Why change?

• Traditional Progressive Discipline system
• Reflects 1930s labor vs. management assumptions
• Goal is COMPLIANCE, not COMMITMENT
• Did not reinforce a positive change
• Often results in disharmony and the lack of trust
  in the workplace

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What's wrong with the old system?

• All 33 colleges and the central office
  potentially address discipline issues
  differently
• Minimal level of communication focused on what is
  being done right
• Conflicts with organizational values
• Managers solve employee problems instead of
  employees taking responsibility for problems

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Whats the advantage for employees?

• More frequent recognition of job well done.
• Confidence that managers/supervisors will
  confront workers who do not share the same work
  ethics and commitment.
• Employees will be treated equitably and fairly in
  the discipline process.

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Whats the advantage for employees?

• Supportive of a high performance environment.
• Provides reference guide (matrix) for movement
  though the process for both managers and
  employees no surprises.
• Managers given discretion to manage and provide
  feedback to staff.

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Positive Discipline
"Old System"

• Comparison of Systems

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Informal Discipline Transactions

• Positive contacts
• Performance Improvement Discussions (PID)

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Formal Discipline Transactions

• Reminder 1
• Reminder 2
• Decision Making Leave (DML)
• Termination

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What is a Decision Making Leave?

• A Decision Making Leave (DML) is a one-day
  disciplinary suspension with pay.
• It is the final step of the Positive Discipline
  procedure.

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What is a Decision Making Leave?

• On the Decision Day the employee must decide
• Either
• SOLVE the immediate problem and COMMIT to
  maintaining a fully acceptable performance in
  every area of the job or
• RESIGN, and find more satisfying work elsewhere.

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Why Suspend?

• Allows a cooling-off period.
• Communicates the seriousness of the issue.
• Demonstrates management resolve
• Provides time to think
• Previews unemployment
• Sends a message to others
• Accepted by third parties as sufficient notice

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Why pay while on suspension?

• Changes supervisory role from adversary to coach
• Demonstrates organizations good faith
• Eliminates money as an issue
• Preserves relationships
• Reduces anger, hostility and the potential risk
  of workplace violence

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DML Concerns and Myths

• Paid time off while suspended rewards misbehavior
• Employees wont take it seriously employees
  will take advantage of DML to get a free day
  off
• Its too gentle/soft/tolerant/permissive

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DML Concerns and Myths

• It wont be upheld by third parties
• Good employees will resent it
• Supervisors wont be satisfied unless they get
  their pound of flesh

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What is the bottom line?

• The Technical College System of Georgia is not
  implementing Positive Discipline because there
  are numerous disciplinary issues prevalent in our
  technical colleges and central office operations.
• TCSG feels this approach fits the vision of how
  an organization that values respect, self-esteem
  and individual responsibility deals with the
  inevitable issues of organizational life.

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What happens if we dont change?

• Inconsistency in treating performance issues
  continues throughout Technical College System of
  Georgia (Several colleges one agency)
• Decisions and appeal processes unknown to
  employees until day of action
• Employees may or may not be asked to help in
  resolving situations

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Implementation Timeline

• Implementation targeted for
• January 2008
• Additional communication will be provided
• Training will be provided to managers in November
  and December
• Awareness sessions planned for employees
• Managers will be tasked with communicating the
  new program to their employees

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Implementation Success

• Learn about the process
• Ask questions
• Be optimistic
• Communicate the program to your staff

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Quote

• The only person who likes and welcomes change is
  a wet baby.  The rest of us have to adapt and
  accept the only thing that is constant in life --
  change.

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Stay Tuned...

• MORE DETAILS COMING SOON