Staff are expected to perform job duties and responsibilities in a manner that reflects the highest ethical and professional standards of conduct and performance. Software Network seeks to resolve conduct and performance problems in the most informal and positive manner possible, such as through coaching, additional training or supervision. Software Network has developed specific corrective-action protocols that should be followed when staff do not meet expectations for conduct and/or performance. Disciplinary procedures will be administered consistently and in a manner that is intended to be corrective.
To ensure the equitable processing of corrective actions, the supervisor will be responsible for the proper handling of such matters, including the assurance that staff rights are protected, and that appropriate action is taken when circumstances warrant. Supervisors should therefore consult with the entity/department Human Resources representative or a Staff and Labor Relations representative prior to the implementation of corrective action.
Successful job performance is dependent upon many factors - not the least of which is a full and clear understanding of and commitment to job performance expectations and applicable Software Network and department policies and procedures. Supervisors and staff are expected to understand and follow job and workplace performance standards and to take advantage of the many resources available to support successful performance. These resources include:
- Organizational, department, and job-specific orientations for new staff- Reviews and discussions of the Software Network Staff Handbook- Reviews and discussions of department and work-unit expectations- Regular text/group dialogue between supervisors and staff regarding performance accomplishments and annual summary discussions of overall performance and future expectations and goals- Supervisors may use coaching, feedback, performance improvement plans and corrective actions to assist and guide them in resolving unsatisfactory job performance, misconduct or behavior that violates Software Network policies, procedures, or practices.
Software Network "corrective action" processes include the following actions:
Written Warning - This protocol documents discussions between a supervisor and staff member who fails to meet performance or behavioral expectations. Under most circumstances, written warnings occur before more progressive corrective actions are undertaken by supervisors.
Final Written Warning or Suspension- This plan of corrective action documents discussions between a supervisor and staff member who continues to fail to meet performance or behavioral expectations after receiving a written warning. This action includes disciplinary or investigative suspension that provides for temporarily removing a staff member from the workplace for serious misconduct pending further investigation. Before a staff member is suspended, the supervisor must consult with the entity/department or a higher-level staff to discuss this.
Termination- Terminations occur after written warnings are issued to staff continuing to fail to meet performance or behavioral expectations. Terminations must be reviewed by the entity's/department's Human Resources representative and by Staff and Labor Relations prior to a final dismissal. "corrective action" processes include the following actions:
Final Written Warning or Suspension- This plan of corrective action documents discussions between a supervisor and staff member who continues to fail to meet performance or behavioral expectations after receiving a written warning. This action includes disciplinary or investigative suspension that provides for temporarily removing a staff member from the workplace for serious misconduct pending further investigation. Before a staff member is suspended, the supervisor must consult with the entity/department HR representative or a Staff and Labor representative to discuss the circumstances.Termination- Terminations occur after written warnings are issued to staff continuing to fail to meet performance or behavioral expectations. Terminations must be reviewed by the entity's/department's Human Resources representative and by Staff and Labor Relations prior to a final dismissal.
From time to time, supervisors are faced with a staff member whose performance is below expectation. The purpose of the "Performance Improvement Plan" is to help supervisors and staff address and resolve performance issues. This guidance should be used in concert with the advice received from the entity and/or department Human Resources representative and/or a Staff and Labor Relations representative.
The "Performance Improvement Plan" aims to fulfill the following goals:
-To improve and sustain the desired behavior and performance results of each staff member.- To address performance discrepancies identified through the performance management process.- To provide identification of compliance, expected behaviors and/or expected job results that do not meet performance expectations.- To provide adequate descriptions of required performance improvements.- To initiate action steps that a staff member might take to correct performance – including identification of training and other resources available.- To provide a timetable outlining the dates by which improvement will be necessary.- To provide a statement of consequences that will occur if required improvement is not achieved. This statement will be - written in SMART (Specific, Measurable, Action, Results, Time Bound) format and will include appropriate time lines.- To require regular meetings for the supervisor and staff member.- To require cooperation and ongoing communication between supervisor and staff member.An underlying assumption in the successful resolution of performance issues is that taking action early is always better than waiting. This statement is definitely true when considering ways to prevent performance problems. Early communication and early feedback (both positive and corrective) are good ways to prevent future performance problems. Investing time early is always time well spent.
"Human Resources Department" refers to Sebastian Szöcs, Deputy Chief Executive Officer of Software Network.
1.0) You are required to treat every staff member and customer with respect at all times, no matter their ethnicity, race, sexual orientation, or personal beliefs1.1) The use of explicit language is not permitted and cannot be directed to another staff or customer at any time1.2) Remarks of sexual conduct, not limited to threats or involvement of sexual activity is not permitted and a full investigation will be carried out if such is found1.3) Images, videos, text, etc to sexually explicit material ( "porn") cannot be shared via Slack, Google Drive, Weebly, etc under any circumstances1.4) I do not hold any grudges or hold any personal beliefs to any group of person, regardless of race or sexual orientation
2.0) You are expected to keep all confidential material internal, especially source code or other elements of development that could potentially harm Software Network or their employees
Other1.16) No child under the age of thirteen (“13”) is permitted to work at Software Network, for team’s protection, staff members MUST submit one photo of themselves for visual verification1.81) After formalizing resignation, a 14 day notice period must be carried out, starting the next effective day after resignation0.9) Termination results in immediate dismissal2.6) All Private Messages & Direct Messages can be checked by CEO (only) for any suspiciousactivity relating to the Terms and Conditions2.7) Politics can be discussed, but prevent potential conflict due to opposing viewpoints in topics like Politics. Politic topics cannot be discussed on Public channels in Slack2.8) Hate speech towards groups cannot be discussed in Private Messaging or in Publicchannels and will result in a investigation2.9) To dismiss a staff, only CEO Vis Berry can formally dismiss a staff, even on a SeniorManagement’s recommendation
Software Network are committed for a diverse community internally. We have zero-tolerance for harm terms directed at one group.