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Resolving Performance Issues



Supervisors at UIC are responsible for ensuring that employees meet performance standards and display proper workplace behaviors. Even though the supervisor and employee have discussed goals and expectations, employee development, and provided feedback throughout the year in some cases, it may be necessary to use formal disciplinary actions to address improper behavior or inadequate job performance. This section outlines the disciplinary processes at UIC and provides resources to help administer discipline in a consistent, equitable manner.

UIC Policies

Policies Related to Discipline
HRPP1001: Verbal Counseling/ Warning
HRPP1002: Disciplinary Suspension
HRPP1003: Demotion Process
HRPP1004: Discharge Proceedings

Policies Related to Employee Grievance
HRPP1101: Academic Professional Grievance Process
HRPP1102: Support Staff Grievances
HRPP1103: Assignment of Hearing Officers for Support Staff Grievances Appealed to the Chancellor

Additional Help/Support

Labor and Employee Relations: (312) 355-3055

Civil Service Heading link

Supervisors and managers are charged with outlining, organizing, and guiding the work of their employees. One of the most difficult tasks for any supervisor is to administer discipline. An employee may be disciplined for a job performance that is consistently below department standards, infractions of policies or procedures, or misconduct.

Effective feedback addresses behavior and performance issues clearly, consistently, and is documented. To accomplish this, have a plan ready that can address infractions. Set up team members for success before discipline issues arise by establishing practices to ensure that direct reports are aware of the performance expectations and proper conduct on the job. Use the Performance Improvement Plan (PDF) form to guide conversations about concerns. Document efforts to address infractions and performance issues. Documentation can assist managers and the Human Resources department if the need to pursue formal processes arises.

The primary purpose of pursuing the formal counseling and discipline process is to correct an employee’s behavior in an effort to improve job-related performance. This process follows HR1000 – Counseling and Discipline policies. The focus of this process is on correction and promoting effective operations, not to serve as punishment for “wrongdoing.”

UIC HR Labor and Employee Relations is responsible for coordinating the disciplinary process, and its officers may act as an ombudsman in resolving differences between an employee, supervisor, and, in some circumstances, a union steward. Labor contracts negotiated by UIC may contain stipulations and requirements to UIC policies and rules.

Academic Professional Heading link

Managers of Academic Professional employees whose work performance is unsatisfactory should attempt to improve the employee’s performance by providing feedback and outlining desired changes. First, describe observed actions or behaviors that are positive, as well as negative. For each negative action or behavior, explain specific changes the employee can make to reach a satisfactory performance level. If possible, direct the employee to available resources (e.g., training courses, articles, books). If the employee demonstrates the necessary changes, provide positive feedback and recognition.

If attempts to coach an employee do not result in a change and unsatisfactory performance persists, it may be appropriate to initiate the process for issuing a terminal contract.