Board of Directors 
Employees - Policy 3.5 
A. EMPLOYEE PERFORMANCE EVALUATIONS
All employees will have an annual performance evaluation. Evaluations for all positions will include input from clients on the quality of performance. Information provided by the clients will be considered confidential, but will be shared in a general way as part of the written evaluation.
B. EMPLOYEE PERFORMANCE
Employees are expected to work cooperatively as members of self-directed teams. If an employee has problems with work performance such as chronic lateness, poor work attendance, not attending team meetings, poor quality of documentation, not following the directions in clients’ support plans, not completing assigned tasks- the following steps will be taken:
1. The Team Leader will complete a Retraining Form which describes the standard or the policy that is not being met. Both parties will sign the Retraining Form and the form will be given to the Employee Training Coordinator for inclusion in the employees Training File. Employees who appear to need more extensive training support in order to be successful should be referred to the Employee Training Coordinator for more in depth training.
2. If an employee’s work performance issue seems to be related to a personal situation that is temporary in nature, the employee should be urged to contact Providence Employee Assistance Services for free counseling support. Employees should call 493-7867 to access this free employee benefit.
3. If an employee has already had one retraining on a work performance issue and the issue reoccurs, the Team Leader should refer the matter to the Client Services Coordinator for a second written retraining.
4. If an employee has already had a written retraining for a policy violation and the employee again violates the same policy, the employee should be referred to the Human Resources Coordinator for disciplinary action.
5. If an employee has had a second written retraining for poor work performance and the employee’s performance does not improve, the Client Services Coordinator will refer the employee to the Human Resources Coordinator for disciplinary action.
6. If a Client Services Coordinator does a written retraining with a Team Leader for poor performance or for a policy violation and if the issue is not resolved, the Client Services Coordinator will refer the Team Leader to the Human Resources Coordinator for disciplinary action.
C. EMPLOYEE DISCIPLINE
Employees whose policy violation or performance issues do not improve with retraining will be subject to disciplinary measures. Employees may receive verbal counseling, written warnings, performance agreements, suspensions or termination of employment, depending upon the severity of the issue and the willingness of the employee to rectify the situation to the satisfaction of the employer.
C. SERIOUS POLICY VIOLATIONS
Serious violations of policy or unlawful behavior must be reported immediately to the Team Leader, Client Services Coordinator, Director of Client Services or the Executive Director. Serious violations would include, but are not limited to, theft of client funds, discourtesy or harsh treatment of clients, driving a Kokua vehicle in an unsafe manner, allowing friends or family of employees to have access to a client’s home, sleeping while on shift and falsification of agency records including timesheets and client documentation.
REVISED 2/09