The Supervisor Referral process gives managers a powerful, two-pronged approach for solving employee performance problems. First, it helps managers clearly communicate their concerns with employees about work performance. Secondly, it provides employees with the opportunity to discuss and resolve their personal problems with a CONCERN counselor for an extended number of confidential counseling sessions.
To make a Supervisor Referral, follow these simple steps:
1. Consult with Human Resources and/or CONCERN
Call CONCERN to learn:
- When it is appropriate to make a Supervisor Referral
- How each step in the Supervisor Referral process works
- What to say and do to make an effective Supervisor Referral
- What to expect from this process
Talk to your Human Resources staff to ensure that you are following company policies regarding performance documentation. Remember that it is always advisable to document job performance problems as early as possible, even before the Supervisor Referral.
2. Complete the Supervisor Referral form, identifying specific performance issues and expectations for change(s) in performance.
3. Meet with the Employee
Meet with the employee and discuss the information on the Supervisor Referral form.
Encourage the employee to call CONCERN and talk with them about the value of meeting with a counselor. Remind them that this is a voluntary process.
Give the employee a copy of the Supervisor Referral form and the message from CONCERN. Emphasize the following points:
- The employee will receive extended visits with a licensed counselor
- The visits to CONCERN's counselor are free to the employee
- An experienced, licensed, professional counselor will assist them
- Discussions with the counselor are confidential
- Counseling services are also available to family members at no cost
- A phone call is all it takes to get started
Be sure to communicate the seriousness of the situation to the employee and your expectation for improvement in job performance.
Ask the employee to sign the lower portion of the Supervisor Referral form permitting CONCERN to inform you of the employee's compliance with the referral.
Mail or FAX to CONCERN's confidential number on the Supervisor Referral form.
4. After the Referral
If there has not been prior contact with the client, a CONCERN clinical manager will contact the supervisor who made the referral to:
- Clarify the problem described in the Supervisor Referral form
- Inform the supervisor that the employee is obtaining counseling at CONCERN and is following the recommendations (this can be done only if the employee has signed a Release of Information)
- Notify the supervisor that the employee has not contacted CONCERN
Managers should always continue to focus on an employee's work performance. CONCERN can consult with the supervisor regarding appropriate or effective measures that may be taken with the employee to improve the situation at work. Supervisors should feel free to contact the clinical manager at any time for consultation. It is also important for the supervisor to notify the clinical manager if there are changes in performance or behavior, or if employee is terminated.
5. Confidentiality
CONCERN cannot release any information about an employee without the employee's specific, signed permission. This includes whether or not they are actually attending counseling. The CONCERN counselor will discuss with the employee the benefits of cooperative communication between the counselor and the employee's manager.
The Supervisor Referral process gives managers a powerful, two-pronged approach for solving employee performance problems. First, it helps managers clearly communicate their concerns with employees about work performance. Secondly, it provides employees with the opportunity to discuss and resolve their personal problems with a CONCERN counselor for an extended number of confidential counseling sessions.
To make a Supervisor Referral, follow these simple steps:
1. Consult with Human Resources and/or CONCERN
Call CONCERN to learn:
- When it is appropriate to make a Supervisor Referral
- How each step in the Supervisor Referral process works
- What to say and do to make an effective Supervisor Referral
- What to expect from this process
Talk to your Human Resources staff to ensure that you are following company policies regarding performance documentation. Remember that it is always advisable to document job performance problems as early as possible, even before the Supervisor Referral.
2. Complete the Supervisor Referral form, identifying specific performance issues and expectations for change(s) in performance.
3. Meet with the Employee
Meet with the employee and discuss the information on the Supervisor Referral form.
Encourage the employee to call CONCERN and talk with them about the value of meeting with a counselor. Remind them that this is a voluntary process.
Give the employee a copy of the Supervisor Referral form and the message from CONCERN. Emphasize the following points:
- The employee will receive extended visits with a licensed counselor
- The visits to CONCERN's counselor are free to the employee
- An experienced, licensed, professional counselor will assist them
- Discussions with the counselor are confidential
- Counseling services are also available to family members at no cost
- A phone call is all it takes to get started
Be sure to communicate the seriousness of the situation to the employee and your expectation for improvement in job performance.
Ask the employee to sign the lower portion of the Supervisor Referral form permitting CONCERN to inform you of the employee's compliance with the referral.
Mail or FAX to CONCERN's confidential number on the Supervisor Referral form.
4. After the Referral
If there has not been prior contact with the client, a CONCERN clinical manager will contact the supervisor who made the referral to:
- Clarify the problem described in the Supervisor Referral form
- Inform the supervisor that the employee is obtaining counseling at CONCERN and is following the recommendations (this can be done only if the employee has signed a Release of Information)
- Notify the supervisor that the employee has not contacted CONCERN
Managers should always continue to focus on an employee's work performance. CONCERN can consult with the supervisor regarding appropriate or effective measures that may be taken with the employee to improve the situation at work. Supervisors should feel free to contact the clinical manager at any time for consultation. It is also important for the supervisor to notify the clinical manager if there are changes in performance or behavior, or if employee is terminated.
5. Confidentiality
CONCERN cannot release any information about an employee without the employee's specific, signed permission. This includes whether or not they are actually attending counseling. The CONCERN counselor will discuss with the employee the benefits of cooperative communication between the counselor and the employee's manager.