Positive Progressive Discipline

Design Document

Prepared By:

Quartet of Twos

Nathaniel Caeton
Project Manager/Graphic Designer

Bobbie Kirkpatrick
Designer

Younga Machorro
Client Liaison/Developer

Ilknur Oded
Facilitator/Writer
Project Summary
The Quartet of Twos will develop a one-hour, interactive training module that will serve as a
supplement to Monterey County Human Resources Departments one-day, face-to-face course
titled, Key Practices for Successful Supervisors (KPSS). The module will function as a stand-
alone module that will help supervisors develop and enhance their skills in managing employees
requiring discipline. The expectation is that this module will be developed as a hybrid and serve
two distinct purposes:

1. Act as a fully functional eLearning module that guides learners through in-depth learning
interactions, designed to enhance their critical thinking skills in terms of the progressive
discipline process.
2. Act as a digital quick reference that will assist supervisors in accessing key definitions,
processes, and materials needed in the progressive discipline process.

Learners will be able to complete the learning module across multiple sessions and receive a
certificate of completion at the end. It will also include a pre-test and post-test which will
provide measurable outcomes that can be used in evaluation and goal setting. Finally, the
module will be published in SCORM for deployment via the countys Learning Management
System (LMS). The development of the module will be completed by August 1, 2017. At the
time of completion, the final project of the eLearning module will be given to Monterey County
Human Resources Department. Monterey County Human Resources Department will perform
product testing and afterward roll out the module to participants.

Given the one-hour timeframe and the scope of knowledge, this module will highlight the main
topic areas within the countys Progressive Discipline Matrix. This will include the following
topic areas:

1. Written warning
2. Written reprimand
3. Suspension without pay
4. Reduction in salary
5. Disciplinary demotion
6. Termination

Intended Business Results and Goals

The module has two main goals:

1. Serve as an eLearning module that guides learners through relevant case scenarios to
enhance their understanding of progressive discipline process.
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 2. Serve as a hub for key definitions, documents, and processes needed in the progressive
discipline process

This eLearning module would provide the county with measurable results for the county Board
of Supervisors for use in assessment, as well as provide the countys legal team with actionable
documentation to validate more advanced disciplinary actions.

Audience Analysis

The Target Audience

The primary audience for the Advanced Progressive Discipline eLearning module encompasses
about 900 front line supervisors and managers who are currently employed by the county. A
considerable number of supervisors and managers have requested additional training from the
subject matter experts/trainers regarding progressive discipline. However, the target audience
will not be mandated to attend to this eLearning module. It should be noted that this module also
may be accessed by line employees and staff attempting to broaden their knowledge and skillsets
with the intent of promoting into a supervisor or manager role.

Information about the Audience:

Primary Concerns and Attitudes

Expectations of the supervisors from the module might be highly variable.

New supervisors might be more motivated to complete the module than the seasoned
supervisors who might be familiar with some of the concepts in the module.
As previously noted, a number of supervisors and managers have requested more
training for Progressive Discipline. A number of these supervisors and managers are
more than willing to participate in additional trainings of progressive discipline.
To ensure learner engagement, the relevancy and importance of this module must be
addressed.

Prior Knowledge and Experience

The target audience has previously participated in Monterey Countys Key Practices
for Successful Supervision (KPSS) training.
The target audience includes seasoned supervisors who possess a high a degree of
familiarity with countys Progressive Discipline procedures as well as those who are

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 just beginning to develop their skills as a supervisor and are not fully familiar with
the Progressive Discipline Matrix.
It is assumed that all learners accessing the module will maintain a basic
understanding of their role as a supervisor or manager, as well as County procedure,
and have enough computer literacy to access the module using a laptop or desktop
computer, standard web browser, and Learning Management System (LMS).

Context Notes
Monterey Countys Board of Supervisors have adopted an initiative to help the supervisors and
managers have a set of skills and tools to accomplish three major objectives:

1. Set goals in the organization which helps to be in alignment with the performance
measures initiatives.
2. Have 100 % compliance in organizations in their completion of performance evaluations.
3. Understand of the countys guidelines around progressive discipline.

In order to obtain these objectives set forth by the Board of Supervisors, county supervisors and
managers complete an internally developed, one-day, face-to-face course titled Key Practices for
Successful Supervisors (KPSS) which has nine modules. During this one-day course, the
Progressive Discipline portion is not fully addressed due to a lack of time. At the end of this one-
day training, a survey is given. Based on the results of the survey, a number of the supervisors
and managers requested additional training on Progressive Discipline. As previously noted, the
Progressive Discipline section is part of the KPSS training. However, there is not a stand-alone
course within the county pertaining to Progressive Discipline.

Content Analysis
The course will provide an overview of the Performance Management Cycle. The focus of the
course will be on six primary discipline areas from the Progressive Discipline Matrix:

1. Written reprimand
2. Suspension/ Involuntary Leave Without Pay
3. Reduction in Salary
4. Demotion
5. Termination
6. Resignation

These areas are defined as following according to the document we received from the client on
July 7:
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Written Reprimand:
A written memorandum details the event or problem.
Cite the work rule(s) that are violated.
Detail the impact of the action.
State that the event or problem is a breach of the employment obligation.
Give specific directions for how to handle the situation in the future.
Include employee acknowledgement, signature with option to submit a response, and notice of
discipline for lack of compliance.
Place a copy in the employees personnel file.

Suspension/ Involuntary Leave Without Pay:

Employees may be suspended without rights, privileges and salary according to PPPR and any
controlling MOU in a format similar to written reprimands

Reduction in Salary:
Subject to an MOU, an appointing authority may reduce the salary of an employee for
disciplinary reasons, provided that such reduction shall be to a step within the salary range of the
classification of the position held by the employee.

Demotion:
Subject to an MOU, an appointing authority may demote an employee, for disciplinary reasons,
to any position with a lower salary, provided the employee meets the qualifications for the lower-
level position. Such demoted employee shall not be eligible for promotion for a period of six (6)
calendar months after the effective date of the demotion.

Termination:
The permanent removal of the employee from service. Termination usually should occur only
when the agency is satisfied that no other alternative is possible. Termination for first offenses
may be warranted where the misconduct is serious, e.g., theft, assault, dishonesty, falsification of
documents, etc.

Resignation (In lieu of Termination):

The employee voluntarily submits a resignation prior to the effective date of the proposed
termination date.

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Below are the different content types and course topics that will be used in this course:

Declarative Knowledge: Performance management cycle

Concepts: Progressive Discipline Matrix definitions
Concepts: HR involvement at various levels
Procedures: Delivering timely feedback
Procedures: Keeping documentation
Rules & Guidelines: Legal considerations understanding MOUs and reprimand letters in
order to address employee issues with performance, attendance, and conduct
Problem-Solving: Managing employee performance using management tools and
knowing the progressive discipline approaches.

Learning Objectives
Participants will be able to categorize employee incidents and infractions so they can
move forward with the appropriate disciplinary steps.
Participants will be able to choose disciplinary actions based upon the severity of impact
of the employee incident or infraction.
Participants will be able to identify and obtain materials and documentation necessary to
facilitate the prescribed disciplinary action.

Evaluation Strategy

Level IParticipant Reaction

A reaction form will be developed to evaluate how the participants have felt about the training
as part of the post assessment in the training.

Level IIPerformance
To measure the participants learning, a pre-assessment and a post-assessment will be performed.
The assessments will align to the course objectives. However, per Dr. Yvonne Walker, the post
assessment should not be punitive. Therefore, the post assessment will provide feedback to the
participants to revisit portions of the module and then loop back to the question to have another
opportunity to correctly answer it.

Level IIITransfer to the Workplace

There will insufficient time in this course to conduct this level of evaluation at this time.

Levels IV & VPayoff and Return on Investment

There are no plans to conduct these levels of evaluation at this time.
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Design

Course Title
Positive Progressive Discipline Course

Course Structure
Training Planning Sheet provided in Stolovitch and Keeps (2011) will be used as a general
guideline. This sheet includes the following main sections:

Rationale
Objectives
Activities
Evaluation
Feedback

Development Notes
The content required for creating this course has been provided by Dr. Yvonne Walker on July 7,
2017. Here is a list of content items that were provided by the County:

An outline of six key areas in the Progressive Discipline Matrix

Case scenarios relevant to these six key areas
Questions for pre/post test assessment

Implementation Notes

Training Staff
This training is being developed as a computer-based, eLearning module. There is not a need for
any training staff directly involved in facilitating this module. However, in case the need arises
for support in navigation of this module, a support staff member from human resources will be
available to assist any participants.

Materials
This eLearning module will be developed using Adobe Captivate and various interactions made
available in Captivate. The module will contain the following:

Pre- and Post-Test Assessment

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 Infographics and other visual aids
Video elements
Links to templates and form letters required for disciplinary action
Scenario-based case studies used to engage the learner

Updated Project Schedule

Deliverable Due for Client Client Feedback Due for Course

Design Document 7/4 7/7 7/11

Storyboard and/or 7/13 7/14 7/18

Sample Draft

Final 8/1 8/3 8/8

Module/Materials

Design Project Report N/A N/A 8/8

Project Resources

Subject Matter Experts (SMEs)

Yvonne Walker, Ph.D., IPMA-SCP
HR Program Manager, Learning and Organizational Development
Carol Cuellar
HR Program Manager, Employee Relations Coordinator

References

Walker, Y., & Cuellar, C. (2015) Key Practices for Successful Supervision [PowerPoint
slides].
Script for KPSS PowerPoint
Participant Workbook for KPSS
Training Video

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