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I am a new manager, where can I learn more about Centene’s Performance Management?
Manager Central > Performance Improvement
Where can I watch a video on how to effectively coach my employee?
There is a great 10 minute video on Manager Central showing how to effectively coach employees!
My employee does not meet the monthly metric. What is the next step?
Provide formal coaching to the employee with a recap email using coaching templates found on Manager Central.
What should I do if an employee has accumulated three attendance points?
Ensure employee has been coached on attendance policy prior to reaching three points. Present attendance warning in Workday. There are templates on Manager Central. Employee Relations review is not required for attendance warnings.
Employee is engaging in call avoidance. What should I do?
Open a case with Employee Relations to discuss possible Last Chance Agreement (LCA).
Where can I find the coaching templates?
Manager Central > Performance Improvement
How long is a standard PIP?
Generally, 60 days
Who can I call if I have questions on ANY part of performance management?
AskHR! Employee Relations is here to help!
How does a People Leader help an employee succeed?
Through formal coaching, frequent check in, re-training, barrier discussions.
Employee is staying in after call work for unusual/excessive amount of time. What could this possibly be considered?
What is call avoidance.
Do I have to send an email recap of my coaching session?
Yes! Email recaps to employees provide the information in writing to the employee and protect the company.
What is the objective of performance management?
To provide every opportunity for an employee to improve while minimizing risk to the company.
What are the three major components of coaching?
Performance gaps, expectations, and next steps if no improvement.
I notice my employee is not meeting expectations the first week or two of the month. What should I do?
Check in on employee, give tips and tricks, discuss barriers
How often should you be meeting with an employee who is on a PIP?
Weekly or biweekly (as outlined in the PIP) along with sending documented coaching recaps.
My employee is not consistently meeting expectations. How should I address his/her performance?
Actively coaching and reaching out to Employee Relations for possible next steps.
Employee does not meet for one month and is coached, meets the next month, does not meet the third month and is coached. Do I need to start over in my coaching?
No, reach out to Employee Relations to discuss next steps. Employees are required to maintain consistent performance.
What are Last Chance Agreements used for?
Behavioral or misconduct concerns that must be immediately corrected.
What should I do if employee is a NCNS to work?
You will want to learn more from the employee; however, generally this would be considered three attendance points if you do not hear from them.
What should I do if an employee mentions personal issues that may be affecting their job performance?
Provide EAP/LFG resources in an email.