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Giving Corrective Actions

Views: 3094 - Comments: 2

Megan Brashear, CVT, VTS(ECC), and Monica Maxwell, SPHR, discuss corrective actions in a challenging case of technician management.

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Megan Brashear's picture
Megan Brashear

CVT VTS(ECC)

Enrolled: 07/2011

Monica Maxwell's picture
Monica Maxwell

SPHR

Enrolled: 08/2011

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Debbie Suess's picture

I'm glad (not really) that other practices go through this same unpleasantness. Becky is going to feel blindsided by the formal written warning. We have found that having a detailed job description in writing and making alterations also in writing and signed by employee help to avoid some problems and that feeling of being blindsided. That said, written warnings are a MUST (we learned the hard way). Gosh I could write a book here. Also, some people are not cut out to supervise AND do the wonderful job that they do. If Becky is a great tech, don't force her into a position that she's just not suited for. Play to her strengths and have someone else be primary for training. We love you guys ;) Deb Suess - VVSA Richmond

Monica Maxwell's picture

Thanks Deb, great insight! It sounds like you all run a tight ship. We agree job descriptions are important and we definitely have those for all of our employees. Megan and I have already filmed a part 2 of this case study, but I am interested to know what our users think. As you all know, we are a teaching hospital, so the ability and willingness to train new employees is a critical aspect of any position here at Dove. Do you all think we should overlook this behavior because Becky has great medical skills?