Kiizhik Education Corporation
Effective: 08/15/2016
Revised:
500: Personnel and Employee Relations
Policy 509: Job Performance, Evaluations and Disciplinary Action
PERFORMANCE EVALUATIONS:
1. It is the goal of Kiizhik Education Corporation that performance evaluations be
conducted on each employee annually. The purposes of conducting performance
evaluations include:
a) to assess the performance of each employee and identify strengths and areas
for improvement;
b) to identify training needs; and
c) to identify employees who are candidates for promotion.
2. The Director of Education and the employee’s immediate supervisor(s) will be
responsible for conducting the performance evaluation of all program staff of the
Kiizhik Education Corporation and making recommendations to the Personnel
Committee. The Personnel Committee and the Chairperson will be responsible for
conducting the performance evaluation of the Director of Education.
3. Ideally, performance evaluations will be signed and dated upon completion.
4. Ideally, all performance evaluations will be completed within twenty (20) working days
from the time of the evaluation interview.
5. Performance evaluations will be kept in the employee's personnel file.
TRAINING AND DEVELOPMENT
1. The Director of Education and the employee’s immediate supervisor will be
responsible for identifying specific training and development needs for individual staff
members.
2. Employees must seek and secure written approval for any training or development
prior to registering for such training and development (See Policy 204).
3. Employees registered for training and development are expected to attend and
successfully complete such training and development.
4. Employees who fail to attend and successfully complete training and development
(without reasonable justification) for which Kiizhik Education Corporation has paid will
be expected to repay all registration fees, travel fees, hotel and meal costs that have
been incurred by Kiizhik Education Corporation, will be expected to repay to Kiizhik
Education Corporation all such fees and costs.
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DISCIPLINARY ACTION
1. Kiizhik Education Corporation will generally follow a progressive discipline procedure
for those employees who engage in misconduct. The purpose of progressive
discipline is to identify unacceptable behavior and establish a clear and fair plan for
correcting it.
2. Kiizhik Education Corporation reserves the right to skip, repeat or accelerate steps in
the progressive discipline process, at its sole and exclusive discretion.
3. The authority to discipline an employee is entrusted to the employee’s immediate
supervisor in consultation with the Director of Education, or the Board of Directors
(where the subject of discipline is the Director of Education). The Director of Education
or the Board will be kept informed of all disciplinary actions via verbal updates.
4. Kiizhik Education Corporation will advise the employee of any allegations of
misconduct and allow him/her the full opportunity to respond to such allegations
before imposing discipline.
PROGRESSIVE DISCIPLINE STEPS
The following are the steps involved in the progressive discipline procedure.
1. Verbal warning;
2. Written warning;
3. Suspension;
4. Dismissal for Just Cause.
Verbal Warning
a) This will normally be given for a minor offence, and should be given in privacy by
the immediate supervisor or Director of Education. The verbal warning should be
provided in a constructive manner with a suggestion of who the employee could
improve his/her behavior or conduct.
b) A verbal warning must be documented in the employee’s personnel file by the
Director of Education.
Written Warning
a) Is normally given for an offence that is considered to be serious, either in itself or
because of the frequency of its occurrence. A written warning should state the nature
of the misconduct and give a warning against repetition.
b) If the warning is intended to be a final one before dismissal, the letter should make
indication of this and include the steps required of the employee to avoid dismissal.
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c) If the warning is not intended to be a final one before dismissal, it should still
clearly indicate what is required of the employee and that if repeated misconduct
occurs more serious disciplinary action may be taken.
d) The written warning should be provided in a constructive manner. The main
purpose is to encourage an employee to alter his/her conduct as required.
e) Any letter of warning must include a clear identification of the misconduct; the
specific action that should be taken to correct the misconduct, and the effect of not
taking such corrective actions. The letter must be issued as soon as possible after
the misconduct, and then provided to the employee and also placed on his/her
personnel file.
Suspension
a) A suspension removes the employee from duty for a period during which he/she
may or may not be paid. It will normally apply if there is a repeat of offence(s), or
for a first offence that is serious in nature.
b) A suspension must be confirmed in writing.
c) A suspension should take place as soon as possible after the misconduct.
d) Some suspensions with pay may be considered non-disciplinary (i.e. pending the
result of an investigation, etc.).
Dismissal for Just Cause
a) An employee may be dismissed for just cause. It may be based on an
accumulation of infractions, when all other corrective disciplinary measures have
failed or where a single event is sufficiently serious.
b) An employee dismissed for just cause will not be entitled to any notice of
termination, pay in lieu of notice, severance pay or any other payment of any kind
whatsoever.
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