Coaching Form

INSTRUCTIONS: This form serves as a tool to facilitate and document discussions with DPI employees regarding negative behaviors, job performance issues, instances of gross misconduct, and/or violations of DPI policies.

Whenever possible, incorporate specific DPI policy references to enable employees to gain a clearer understanding of workplace regulations.

The overarching policy governing disciplinary matters is 311 Disciplinary Action/Coaching. Please review this policy (and all others) if you have not done so recently.

To ensure the effectiveness of this form and the discussions it initiates, please adhere to the following guidelines:

1 - Provide CONCISE and factual information. Strive to maintain objectivity and focus on accuracy rather than emotional expressions. Do not over-explain.

2 - Approach the conversation collaboratively and constructively, with the aim of fostering positive change rather than eliciting defensiveness.

3 - Prior to issuing this form, seek input and review from either the Human Resources department or a supervisor. Even if you believe the form is flawless, obtaining a second opinion ensures its completeness and fairness.

Should you have any inquiries or require assistance in completing this form, please do not hesitate to contact the Human Resources department.

We appreciate your commitment to maintaining a productive and respectful workplace environment.

Date:*

Defaults to today's date but you can make it a future date instead.

Employee Name:*

First NameLast Name

Division:*

Your Name:*

Your Email:*

example@thedpigroup.com

Level of Review:*

CoachingWarningFinal Warning

Are there supporting messages in Avionte?*

YesNo

If there are not messages in Avionte that relate to this coaching form (such that a 3rd party can review and understand the circumstances that led to the coaching), please update the employee's record (with facts, dates etc.) immediately.

Remember: when commemorating anything related to an employee's performance or transgressions, avoid supposition, forecasting, and/or hyperbole, and remember that all records can be made public during legal proceedings or upon employee request.

If you would like help drafting this coaching form, please reach out to the hrteam@thedpigroup.com and/or chose the option below to have HR review the completed form, and someone will be happy to assist.

Reason for Coaching: *

Describe the issue/incident/practice/behaviors that require this coaching conversation. Cite policies/laws/practices that were not adhered to, conversations or actions that were insubordinate, displays of apathy or not doing the job to the best of their ability, etc.

Impact On Business: *

Describe how the issue above negatively affects the operation of the Company. "When rules aren't adhered to, this is what happens..."

Ideas for Positive Change: *

Develop positive/collaborative steps to help change this behavior/issue etc. Are there trainings that could help? Could you check in every week to discuss progress? Do they have any suggestions for support?

Who needs to review this Coaching Form draft before being issued to the employee:*

SupervisorHRBoth Supervisor and HR

Supervisor Email: *

Your supervisor or Division head

HR Email: (or just use hrteam@thedpigroup.com):*

hrteam@thedpigroup.com

Upload any relevant documents:

Browse Files

(This could be emails, timesheets, or other backup to help support the coaching).

Your Signature:

My signature below indicates that I received and discussed this coaching form with my supervisor, and that I understand the practical consequences of failing to make these changes (e.g. resignation, termination, etc.). In the event that I disagree or wish to provide additional information, I can send a written statement to hrteam@thedpigroup.com to be included in my personnel record.