Employee Relations
To provide every opportunity for an employee to improve while minimizing risk to the company.
What is the objective of performance management
The first step in the performance management process?
What is coaching
The form of Performance Management typically consists of monitoring performance for 60 days.
What is a standard Performance Improvement Plan
What should I do if an employee mentions personal issues that may be affecting their job performance?
Provide EAP/LFG resources in an email.
The department that can counsel with you to provide guidance on ANY part of Centene's performance management framework?
Who is ASKHR/Employee Relations
The location in which templates can be located for people leaders to utilize to assist in the writing of a formal coaching summary
Manager Central-->Performance Improvement
This performance management is used to address behavioral or misconduct concerns that must be immediately corrected. "This cannot happen again".
What is a Last Chance Agreement
Time in which you should ensure that your employees are fully aware of the LOA resources available as a Centene Employee
When they report barriers that may be caused by medical conditions which is hindering their ability to meet expectations
Consult with People Leaders on policy interpretation and application, workplace concerns, and performance management to ensure consistent and standardized implementation.
What is a responsibility of the Employee Relations department
This approach is educational or suggestive (i.e. team meeting notes, email reminders, reviewing of policy or procedure without consequences
Informal Coaching
The frequency in which PLs should meet with their employees after a PIP is delivered?
What is weekly or biweekly (as outlined in the PIP) along with formal summary emails to highlight progress/expectations.
Resource that is available to employees who share a medical condition may be impacting their daily work; however, is able to actively work
Intermittent FMLA OR Workplace Accommodation
List 3 out 7 responsibilities that People leaders have in leading direct reports to success.
What is:
·Clearly communicate performance expectations ·Monitor employee performance and address gaps in performance early· Schedule and conduct consistent 1:1 meetings ·Engage the employee through interactive discussions about performance ·Document coaching discussions ·Partner proactively with AskHR for all formal disciplinary actions, excluding attendance warnings ·Create Performance Improvement Plans (PIPs), Warnings, and Last Chance Agreements (LCAs) using the templates and process in Workday
This is provided to employees after a coaching discussion to provide the information in writing which can protect the company.
What is a formal email coaching summary
This occurs when an employee shows some improvement during their PIP review period but still not meeting all of the required expectations
What is a PIP extension of 30 days
Step people leaders should take to ensure proper transition back into the role when employee is returning from LOA
Schedule meeting to discuss plans on how to acclimate back into their role.
Documenting communications and clearly showing steps have been taken to help the employee be successful are ways people leaders
Help minimize risks for the company
The 4 components important to include in a formal coaching
Gaps, expectations, consequences for failure to meet expectations, and barriers and how to overcome.
Steps that need to be taken prior to separating an employee
What is obtain sufficient documentation of formal coaching efforts and lack of improvement during the PIP and full support from Employee Relations
Timeframe in which is requested for people leader to give an employee who was on active leave but still on a Performance Improvement Plan to regain acclimation
Two weeks