“You miss 100% of the shots you never take. ”

Wayne Gretsky

Conduct, Performance, and EPPRRs

Conduct-related items do not belong in EPPRRs. The EPPRR is a tool to rate and improve employee performance. It is not the appropriate mechanism for dealing with misconduct.

Conduct and performance may be inter-related. To distinguish between them, remember: Misconduct is failure to follow a workplace rule, as in tardiness, absenteeism, insubordination, or falsification. Poor performance is failure to do a job at an acceptable level, as in lack of quality, quantity, or timeliness. Examples of conduct and performance are:

When a problem is conduct-related, corrective action is immediate. Supervisors have an obligation to provide an orderly and efficient workplace. Incidents of misconduct call for the supervisor to take immediate action commensurate with the behavior.

When a problem is performance-related, corrective action is planned and progress is monitored through time. Supervisors have an obligation to rate employee performance, and employees have a right, within an appropriate amount of time, to improve their performance. You can fail an employee on an EPPRR Critical Result, but you cannot take an adverse action without having first put the employee on a Performance Improvement Plan (PIP). Good documentation is key to taking any remedial action. It should be factual, specific, and timely. In taking a performance based action or preparing a PIP, management should work closely with Human Resources.

	Contents
		Why Appraise Performance? Why Don't Some Employees Perform Understanding the EPPRR Form Conduct, Performance, and EPPRRS Ways to Motivate High Performers Writing Critical Results EPPRR Do's and Don'ts Credits/Intro