Analyzing Performance and Corrective Action Plans

Analyzing Performance and Corrective Action Plans 

One of the biggest challenges for supervisors is analyzing an employee’s performance, and as needed, improving that performance through corrective action. If an employee fails to meet performance expectations, violates a policy or regulation, or behaves in an inappropriate manner, it is your responsibility as a supervisor to deal promptly, directly, and positively (whenever possible) with the problem. Unfortunately, it can sometimes be quite difficult to identify the cause of an employee’s problem and take the necessary corrective actions to address the problem in a way that fosters growth. This course will provide you with valuable information about corrective actions and why they are important, how to establish performance standards and assess employee performance, and how to provide feedback to employees who exhibit problematic behaviors. This course will also review methods of corrective actions as well as the steps involved in progressive discipline. With these key competencies, you will be able to build effective, supportive, supervisory relationships with individual employees and within your organization as a whole. This course, which is designed for front-line supervisors, employs interactive features to enhance your learning experience.


Hours: 2.00


Certificates provided by accrediting body (1 Match)

National Alliance for Direct Support Professional Frontline Supervisor Training


Course Details

Course Code: EL-APCA-HR-0
Hours: 2
Type: Online Course
Content Expiration Date: 1/31/2021
Learning Objectives:
Describe an example of a performance standard and how to give appropriate feedback related to that standard.
Explain what is included in a performance improvement plan and the guidelines that must be followed when applying progressive discipline.
List at least three means of creating a supportive supervisory relationship with your employees and within your organization.

I. Section 1: Introduction
A. Course Contributor
B. About This Course
C. Learning Objectives
II. Section 2: Corrective Action
A. Meet Suzy
B. What Is Corrective Action?
C. Common Categories of Problematic Behavior
D. Why Are Corrective Action Plans Important?
E. Steps to Corrective Action
F. Let’s Review
III. Section 3: Analyzing Employee Performance and Providing Feedback
A. Setting Expectations: Performance Standards
B. Definition of a Performance Standard
C. Example of a Performance Standard
D. Providing Performance Feedback
E. Building a Supervisory Relationship That Works
F. Let’s Review
IV. Section 4: Problematic Behavior and Corrective Actions
A. Common Employee Problems
B. Common Employee Problems, continued
C. Common Employee Problems, continued
D. Common Employee Problems, continued
E. Let’s Review
F. What Is the Cause of Problematic Behavior?
G. Meet Henry
H. Performance Improvement Plans
I. Let’s Review
J. Progressive Discipline
K. Guidelines for Using Progressive Disciplinary Action
L. Typical Progressive Discipline Steps
M. Let’s Review
V. Section 5: Documentation and Investigation
A. Documentation and Investigation
B. Just Cause Self-Audit
C. The Seven Rules of Documentation
D. Let’s Review
VI. Section 6: Conclusion
A. Summary
B. References

Instructor: Charles Lobosco, M.S.Ed.
Mr. Lobosco holds a Bachelor’s degree in History from Marist College and a Master’s degree in Educational Psychology from the College of Saint Rose. He first began work on behalf of Persons with Disabilities in 1973 as a Direct Care Worker and went on to do community-based case management and planning that helped facilitate the transition of people with developmental disabilities from large state institutions to community-based systems of care. In 1982, Mr. Lobosco became director of information and referral for the New York State Office of Advocate for the Disabled. From 1988 to 2011, he was a public health program manager with the NYS Department of Health, AIDS Institute. Disclosure: Charles Lobosco, M.S.Ed. has declared that no conflict of interest, Relevant Financial Relationship or Relevant Non-Financial Relationship exists.
Target Audience:
The target audience for this course is: Entry level Human Resource Professional.
Relias will be transparent in disclosing if any commercial support, sponsorship or co-providership is present prior to the learner completing the course.
Course Delivery Method and Format
Asynchronous/Online Distance Learning; please see certificate details for specifics on delivery format.
Relias has a grievance policy in place to facilitate reports of dissatisfaction. Relias will make every effort to resolve each grievance in a mutually satisfactory manner. In order to report a complaint or grievance please contact Relias.
If you require special accommodations to complete this module, please contact Relias Support by completing the web form ( or by using the chat functionality.
All courses offered by Relias, LLC are developed from a foundation of diversity, inclusiveness, and a multicultural perspective. Knowledge, values and awareness related to cultural competency are infused throughout the course content.
Reference herein to any specific commercial product, process, or service by trade name, trademark, service mark, manufacturer or otherwise does not constitute or imply any endorsement, recommendation, or favoring of, or affiliation with, Relias, LLC.
All characteristics and organizations referenced in the following training are fictional. Any resemblance to any actual organizations or persons living or dead, is purely coincidental.
To earn continuing education credit for this course you must achieve a passing score of 80% on the post-test and complete the course evaluation.
If you require special accommodations to complete this module, please contact Relias Customer Support here.