"Support, Encouragement, Empowerment"

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, the team is expected to use the Conflict Resolution Step Process to address the problems as follows:

  1. The team member(s) most affected by the poor work performance will speak with the employee regarding his/her performance. The performance issue should be clearly stated using neutral language. If the employee feels that he/she needs more training, he or she should contact the Employee Training Coordinator for support.
  2. If using Step 1 does not resolve the performance issue, the team member(s) most affected should bring the performance issue to the next team meeting. The team should seek to support the employee to improve, if this is reasonably possible. The issue should be examined in depth to determine if factors such as communication, training, staff scheduling, etc. may be contributing to the performance issue.
  3. The team may request the assistance of the Employee Training Coordinator in providing counseling or further training for the employee.
  4. The team should outline the areas where the employee needs to improve and should specify a time limit for demonstrating acceptable performance.

Examples of work issues that teams should address through this process:

  1. Absence or tardiness without reasonable cause or habitual absence.
  2. Failure to notify appropriate supervisor in a timely manner when unable to work.
  3. Discourtesy or unkindness to program participants or fellow employees.
  4. Failure to follow through with assigned work tasks or abide by Kokua policies and procedures.
  5. Inability to perform work effectively.
  6. Acting in a manner that undermines Kokua employee morale.
  7. Not attending team meetings or scheduled trainings.
  8. Inability or unwillingness to work cooperatively with the team.

C. REFERRAL TO EXECUTIVE DIRECTOR

If an employee fails to demonstrate adequate improvement within the timeline specified, the team should refer the matter to the Executive Director for disciplinary action.

If an employee is involved in a serious breach of policy the team should refer the matter to the Executive Director. Such referrals should be made within 24 hours of disclosure of the offense.