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An employee corrective action form is a document which should be used by companies to record the plans to improve an employee’s unethical or unacceptable behavior. The form is a relevant tool to be used during the corrective action procedure, specifically after an employee have failed to meet the rules, regulations, and standards set out by the company.

Types of Employee Corrective Action Forms

Employee Coaching and Corrective Action Form – This form can be used by supervisors for employees who have committed repetitive violations and have received more than one warning or notice from the management. To fill out the form, the supervisor will have to state the name of the employee and the date when the form was used along with the type of warning being issued, the violation of the employee, the observed conduct, and the action plan mandated for the employee.

Employee Coaching and Corrective Action Form

Employee Corrective Action Documentation Form – The one who will be using this form is the client of a staffing company who has witnessed one of the company’s staff or employee’s misconduct. The form has three sections to be filled out by the client. The first section is allotted for the client’s information and the name of the employee to be reported along with the date when the incident occurred and the names of the client’s witnesses. The second section is for the description of the incident which should not disclose the names of the parties involved. And lastly, the third section consists of questions relating to the incident and the preferred actions that the client wants to be fulfilled such as the termination or the removal of the employee.

Employee Corrective Action Documentation Form

Employee Positive Corrective Action Form – The presentation of facts is the goal of a positive corrective action procedure. With this, an employee positive corrective action form will be used. In the form, the user or the manager of the employee will be able to state the type of performance corrective action that the employee will need to undergo as well as the previous positive corrective actions that the employee was subjected to. Moreover, the descriptions of the issue and a factual narrative about the performance of the employee will also be indicated in the form.

Employee Positive Corrective Action Form

Benefits of Using Employee Corrective Action Forms

There are three main benefits of using employee corrective action forms. The first benefit or advantage of using the form is that it serves as a communication tool or bridge between the employee and his supervisor or manager. With the form, the employee will be able to know why he is being called and subjected to undergo a particular plan, and what incidents lead to the necessity of the plan.

Another benefit of using the form is that it allows the manager and the company management to set out and fully explain their plans to the employee. The plans can also be enlisted and be individually addressed to every issue or violation of the employee.

And lastly, an employee corrective action form is useful for the company to determine what types of misconducts and issues are common in their workplace. By identifying the problems, the company will be able to construct another set of plans which will not only help the employee who violated but also the rest of the members of the company on how to avoid the same incident to occur in the future.

Employee Corrective Action Form in DOC

Employee Corrective Action Notification Form

Employee Personnel Corrective Action Notice Form

Employee Written Corrective Action Notice Form

How to Create an Employee Corrective Action Form

Follow the steps below to create an effective employee corrective action form:

Step 1: Indicate the logo of the company along with its name and the title of the form.

The name and logo of the company should be placed at the topmost center of the form which is then followed by the title of the form below it.

Step 2: Allocate an area for the employee’s information.

The information to be documented in the form should only be the employee’s name, job classification, and job position since there is no need for any type of personal information to be included in the form.

Step 3: Create a table with four rows and one column for the body of the form.

Each row should have a label. The first row is for the facts or the rules which had been violated by the employee, the second row should be for the objective of the action form, the third row for the solutions and actions to be taken, and the last row for the comments and suggestions of the manager or supervisor.

Step 4: Add a signature area.

The signature area should collect both the signatures of the employee and the supervisor or manager who filled out the form. In addition, each signature line should be accompanied by another line for the date when the form was filled out and submitted.

Step 5: Save the form.

The form should then be saved into the format that the company prefers to use either in “.PDF” or in “.DOC” format.

Fillable Employee Corrective Action Form

Simple Employee Corrective Action Form

Student Employee Corrective Action Form

University Employee Corrective Action Form

Employee Corrective Action Form Tips

When using employee corrective action forms, it is important that the one filling out the form or the manager of the employee will state only facts. By this, the statements or the claims in the form should be based on the actual rules with the explanation of the violation. However, the names of the witnesses, if there are any, should be kept anonymous unless the management will require the witnesses to present themselves and unless the witnesses agree on showing their identities.

Another tip to remember when using the form is to make sure that the plans listed in the form are sustainable and will indeed wield the desired outcome for the employee. It should be both the employee’s and the company’s welfare in mind when making the plan, and not only for neither one of them. In addition, the plans should also include a follow-up procedure for a specific period in order to know the progress that the employee is showing either in his performance or in his overall conduct in the workplace.