FRISK

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FRISK

• Documentation Model

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Performance Management Cycle
Hire/Beginning of Year
Ongoing Check Progress Monitor Performance
Evaluation Summary of Performance Cycle Goals
Mid-Year Address Performance Concerns Review/Upd
ate Goals
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OBJECTIVES

• To effect positive change in employees
  performance
• To identify elements of legally defensible
  documentation
• To simplify drafting documents by providing a
  clear template

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Step Disciple PlanLevel of Effort
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Sample Memo of Warning

• To Wendy Smith
• From Susan Jones, Principal
• Date Sept. 25, 2010
• Re Professional Performance Concern
• On Friday, Sept. 24, 2010, I passed your
  classroom and realized that your sixth graders
  were unattended..

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F FACTS
What did the employee do?

• Pinpoint the specific conduct and describe the
  conduct in complete and explicit terms.
• If necessary, supplement general statements with
  specific example to provide a proper factual
  foundation.

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R RULES
What should the employee have done?

• Include the rule, authority or expectation
  relating to the deficient performance, such as
  board policies or administrative regulations, MOU
  agreement, administrative directives, State Code
  sections, recognized professional standards, AND
  include prior same rule violations.

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I IMPACT
What was the impact of the employees conduct on
the district?

• Include facts which describe the negative or
  adverse effect of the employees conduct on the
  district, other employees, students and parents.

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S SUGGESTIONS
When and what do you want the employee to do to
improve performance? What will happen if there is
no improvement? How can you help the employee
improve?

• Identify what must be done to correct the
  employees deficient performance and provide
  suggestions and offers of assistance for
  improvement.
• Include clear and unequivocal directions on the
  proper conduct you expect the employee to follow,
  the effective timelines and the consequences if
  the employee fails to comply, AND include
  suggestions for improvement.

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K KNOWLEDGE
Does the employee have knowledge of the
document prior to placement in the personnel file?

• Include language notifying the employee of the
  right to file a rebuttal to materials placed in
  the personnel file in accordance with applicable
  provisions of the MOU.

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PROGRESSIVE DISCIPLINE

• The progressive discipline process consists of a
  series of disciplinary steps, each step calling
  for more serious disciplinary action. The process
  generally includes the following sequence
• Oral warning/conference
• Written warning
• Letter of Reprimand
• Unsatisfactory Evaluation
• Suspension without pay
• Dismissal