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It is the policy of Â鶹ÊÓƵ to provide for employees a fair, clear and useful constructive frameworktool for addressing performance challengescorrecting and improving performance problems, as well as to support consistent expectations regarding personal conductprovide a process to assist management in handling instances of unacceptable personal conduct.

The College recognizes that, consistent with sound employee relations practices, it is important that performance and conduct matters  disciplinary action, suspension, and dismissal be administered in as near a uniform manner as possible.  To assist all levels of supervision in promoting efficiency and equitable treatment for all employees the following is established:

1. Any employee may be provided corrective feedback and placed on a performance improvement plan, issued warningsed, demoted, suspended or dismissed by the appointing authority, and
2. The degree and type of action taken shall be based upon the sound and considered judgment of the appointing authority in accordance with the provisions of this policy.

The basis for any correctivedisciplinary action taken in accordance with this policy falls into one of the following categories:

1. ActionDiscipline imposed on the basis of job performance.
2. ActionDiscipline imposed on the basis of personal conduct.

The JOB PERFORMANCE category is intended to be used in addressing performance-related inadequacies for which a reasonable person would expect to be notified of those inadequacies and would be allowed an opportunity to improve.  PERSONAL CONDUCT categorydiscipline is intended to beaddress imposed for those actions for which no reasonable person could, or should be expected to receive prior warnings.