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Guidelines & Templates for Performance Management Documentation
Progressive discipline is an opportunity to educate the employee and to promote
successful performance. The goal of any disciplinary action is to improve performance
and/or behavior. Policies related to performance management can be found at
http://policies.emory.edu/ under Employee Relations. When discussions with an
employee are unsuccessful in improving performance, the supervisor may need to
move to a formal, written warning.
Elements of a Written Warning
1
. State the problem*
2. Refer to previous discussion(s) with the employee and/or the action(s) taken to date.
3. State the specific directives for correcting the unacceptable performance and/or
conduct.
4. Indicate that the notice represents formal discipline and is a warning or final warning.
5. Inform the employee of the consequences for lack of improvement, and/or that
continued failure to meet expectations will result in further discipline, up to and
including termination.
6. Signature and date lines for employee to sign.
*state the facts of the situation without references to a protected class**, inferences,
assumptions, or legal or medical opinions such as,
“You seem to have a really bad attitude.”
“You fraudulently obtained….”
“I think you may be depressed.”
**race, color, religion, ethnic or national origin, gender, genetic information, age, disability,
sexual orientation, gender identity, gender expression, veteran’s status
Sample: Written Warning
<<Department Header>>
<<Date>>
<<Employee name>>
<<Employee office address>>
<<Dear (first name),>>
You are being given this written warning to reinforce the importance of carrying out your
assigned duties properly and/or following all Emory University and departmental
policies, practices and procedures.
(Sample items. Use only those that apply):