Book 1

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273 H - Employee Relations
City of Greensboro Personnel Policy Manuał
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4.6 Corrective Action Plan (CAP) - A written plan available to supervisors for the purpose
of correcting performance or behavior deficiencies. The CAP is created collaboratively
between the employee and supervisor as a result of an interactive discussion and based on a
corrective action decision.
4.7 Demotion - The movement of an employee to a position in a lower job classification
due to the employee’s unacceptable behavior and/or performance. The employee’s salary
is decreased in accordance with Policy D-10, Employee Demotion.
4.8 Dismissal - An act releasing an employee from continued employment with the City of
Greensboro as a result of the employee’s unacceptable behavior and/or performance.
4.9 Oral Warning – A corrective action whereby a supervisor tells an employee that his/her
behavior and/or performance is unacceptable.
4.10 Other (Not Benefit Eligible) Employee - An employee assigned to a position
designated roster (RP), seasonal temporary (ST), or special project (SP), who is eligible for
salary and mandated benefits only.
4.11 Pre-corrective Action Conference –The Pre-corrective Action Conference is initiated
by the immediate supervisor and is intended to provide formal written notice to the employee
concerning his/her behavior/performance issues along with the proposed corrective action.
The supervisor also provides the employee with either (1) the Written Warning Proposal
Form, or (2) the Pre-corrective Action Hearing Notice, notifying the employee of the date,
time, and location of the Pre-corrective Action Hearing.
4.12 Pre-corrective Action Hearing – An opportunity for the authorized manager to
consider relevant evidence before deciding whether to suspend, demote, or dismiss an
employee. The hearing consists of: the employee; the authorized manager; the employee’s
supervisor; or other departmental representative with personal knowledge of the relevant
issues; any other witnesses with first hand personal knowledge of the relevant issues;
representatives from the Employee Relations Staff; and other City representatives as
appropriate.
4.13 Pre-corrective Action Hearing Manager – An employee, who acts in the capacity of
the Hearing Manager during Pre-corrective Action Hearings. His/her role is to (a) maintain
order during the hearing; (b) coordinate witnesses; (c) be impartial; (d) ensure that all relevant
information is presented; (e) ask questions for clarification; and (f) deliberate and either
affirm or change the proposed corrective action. Normally, a person in this role is a Manager
or higher level administrator. The City Manager, Assistant City Managers, Department
Directors (or designated individual authorized to act on behalf of the Director), and the
Director of Human Resources are the only positions authorized to approve the suspension,
demotion, or dismissal of an employee.