Safety Expectations and Procedures
Progressive Disciplinary Processes
Paycom PDF Process

100

Who should you contact to verify student absences?

School admin, parents/guardians

100

When should documentation occur?

When a coaching conversation takes place with a staff member/ or when there is an employee concern. 

100

What is a PDF?

A PDF (Performance Discussion Form) is a way of documenting specific disciplinary steps onto an employee’s profile through Paycom.

200

When should you address supervision concerns?

As soon as possible.

200

What is coaching?

Coaching is a conversation with an employee that can be supportive and/or corrective in nature.

200

What information is needed to document the infraction on Paycom?

Notes & supporting documents

300

List two things you should do daily during program hours.

Classroom observations/check ins, campus walk throughs, ensure all gates/entrances/doors are closed and locked if needed.

300

What are the 3 types of coaching?

Participative, Directive, & Transformational

300

What is the PDF approval process?

Creator, employee, liaison, senior liaison

400

List one safety drill

Lockdown, active shooter, fire drill etc.

400

What are three important components to take into consideration when holding a coaching conversation?

Environment, attitude/tone, & mindset

400

True or False: By acknowledging the PDF on Paycom, you are agreeing to what was said on it.

False! You are just acknowledging you received it on your end. 

500

What is something you should look for when observing classrooms?

Classroom expectations, schedule/agenda, student engagement, consistency.

500

TRUE OR FALSE:

Assistant Coordinators can begin the disciplinary process on Paycom.

FALSE- Only coordinators, liaisons, Senior Liaisons, or other CTFF management. 

500

Does every infraction follow the chain of commands?

No, CTFF reserves the right to alter the order described above, to skip disciplinary steps, to eliminate disciplinary steps, or to create new or additional disciplinary steps.

● The seriousness of the behavior or conduct,

● The history of misconduct or performance problems,

● The employment record,

● The length of employment with this Company,

● The strength of the evidence against the Teaching Fellow,

● The ability to correct the behavior,

● The Teaching Fellows attitude about the behavior,