This session. One recipe Elaine's Rules The Law Each other =Our own set of guidelines for BAP. Elaine's Recipe. Design job descriptions that reflect the jobHire the right peopleOrient them wellProvide trainingLet them do their jobsPay them wellGive good feedback, andLeave their insides alone.
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1. Bap! Behaviour Attendance Performance What is your worst BAP story? Your best?
2. This session
One recipe +
Elaine’s Rules +
The Law +
Each other =
Our own set of guidelines for BAP
3. Elaine’s Recipe Design job descriptions that reflect the job
Hire the right people
Orient them well
Let them do their jobs
Pay them well
Give good feedback, and
Leave their insides alone
4. Elaine’s Rules #1 Throughout the whole process of managing the issue(s), the manager must be professional in demeanour and strive mightily for an error-free process.
5. Elaine’s Rules # 2 70% of BAP! problems disappear when the manager clarifies expectations with the employee in a timely way.
6. Elaine’s Rules #3 Timely coaching and mentoring – and just plain paying attention – are the most effective means of addressing BAP....
7. Sometimes it doesn’t work at all.
8. FIRST QUESTION Culpable or Non-Culpable?
Not so easy to tell...
9. SECOND QUESTION: Where’s the balance?
Get on it vs. Cut ‘em some slack
Be consistent vs. Be flexible
10. Elaine’s Rules #4 Where do you always draw the line? Anything that touches the prohibited grounds
Undermines authority, esp. In public
Physical demonstrations – yelling, door slamming, throwing stuff.
Conflict of Interest
11. Consistent Application Prevents accusations of favouritism
Easy to administer
Stands up well at arbitration
Inflexible, may not meet needs
Cookie cutter approach doesn’t work in the face of Human Rights challenges
12. Elaine’s Rules #5 So I’ve started to deal with it. How long will it take?
Depends on how long ‘it’ has been going on.
Depends on what you have done about it.
One month for every year that ‘it’ has been going on.
13. THIRD QUESTION You’re ready to deal with it. Time to question yourself:
Have you been fair?
Do you have favourites (real or perceived)?
Are your expectations realistic?
Have you followed the collective agreement?
Have you been ignoring the problem?
14. Elaine’s Rules #6 You don’t know what you don’t know even if you think you know it.
Give the employee a chance to explain.
And always ask: Is there something of which I should be aware????
15. Elaine’s Rules #7
The only place they can do complete makeovers in one day is in the magazines. And I’m pretty sure those don’t last.
If there are lots of issues, pick the two or three that will have the most impact.
16. Where do I start?
Attitude – No
Behaviour, Attendance, Performance – Yes
17. Elaine’s Rules #8
It is always hard to terminate a probationary employee with a poor BAP,
But it gets REALLY hard after probation.
18. Elaine’s Rules #9
Once probation is past, it is almost impossible to terminate an employee for poor performance, and the longer the service the more impossible it becomes.
19. Good News? Most times performance can be improved
If addressed in a timely way
If addressed consistently
If you can get to the root of the problem.
Can terminate for poor attendance – innocent or otherwise
Can terminate for bad behaviour, unless...
20. Elaine’s Rules #10 CONFLICT
Don’t sweep conflict under the rug....
I don’t know what goes on under that rug, but it’s not pretty.
21. What about the Combo?
Tease it apart using the same rules.
22. Steps for poor BAP Culpable or not? – for each issue
Determine what is reasonable
Give reasonable supervision and instruction
Give ee a reasonable opportunity
Ensure ee has been warned of the impact of failure
Don’t drop the ball
Accommodate ee’s with disabilities
23. Your Turn 10 minutes – brief discussion on your best and worst.
Table picks 2
Table picks which one first
We’ll assign or create a rule or guideline
Repeat as time allows.