1.0 Policy Purpose
The purpose of this policy is to provide essential guidance for managing employee work performance and conduct beyond the annual performance appraisal and annual performance goal-setting process. These steps are not intended to apply to every situation. Instead, the steps are intended to support supervisors and staff in understanding and effectively addressing performance and conduct expectations.
2.0 To Whom the Policy Applies
This policy applies to Brown University staff, including students who are actively employed in a staff position.
3.0 Policy Statement
All staff members are expected to meet the acceptable performance standards of their position established by their supervisor as well as to conduct themselves in a professional manner that is consistent with University policies and procedures. When a staff member cannot or does not do so, the supervisor is expected to take corrective action.
Supervisors may consult with University Human Resources (UHR) Employee and Labor Relations to properly determine whether a corrective action plan should be applied to address issues in work performance, professional conduct, or both.
As a general rule, Corrective Discipline is the standard method used to address unacceptable workplace conduct with the expectation that the employee can correct it immediately and with little, if any, training. By contrast, Performance Management is used to address performance issues that may require time, clarification, and training.
3.1 Performance Management
Supervisors are expected to establish clear expectations for acceptable work performance for new employees and during the annual performance evaluation process. If a staff member is failing to achieve acceptable work performance standards, the supervisor is expected to meet with the employee in a timely manner to explain the specific areas in which the employee’s work performance does not meet expectations. Where performance does not meet acceptable standards, the supervisor is expected to outline specific improvements and a time period during which improvements will be required.
If work performance continues to remain below acceptable standards, the supervisor ordinarily will issue a Performance Improvement Plan (PIP), which summarizes in writing the performance deficiencies and sets a timeline to meet expected improvements. The PIP duration may vary depending on expectations for improvement. A PIP may be in effect for a minimum of 45 calendar days and up to 90 calendar days. Employee and Labor Relations will advise the supervisor and employee as needed and review a PIP before it is issued.
If performance remains below acceptable standards at the conclusion of the PIP duration, the supervisor, in consultation with Employee and Labor Relations, may decide to extend the time period of the PIP, may reassign the employee to a more suitable internal position, or may initiate action to terminate the employment relationship. The supervisor will consider the employee’s overall capabilities, length of service, and prior performance history when determining the most appropriate action. The existence of a PIP is not intended to limit the ability of a supervisor to take more significant action if performance does not improve, declines further, or other unexpected circumstances arise.
Regular and part-time employees in non-union positions at or above salary grade 13, who have satisfactorily completed an employment probationary period, should not receive a PIP. Employees in these positions whose work performance is below acceptable standards may be terminated after consultation with Employee and Labor Relations.
Termination for unsatisfactory work performance is a serious matter that requires careful evaluation and the approval of University Human Resources. Termination procedures are outlined in the University’s Involuntary Termination policy and procedures.
3.2 Corrective Discipline
University staff members are expected to adhere to University policies and rules of conduct. If an employee engages in inappropriate behavior or violates University policies or standards of conduct (i.e., misconduct), the supervisor will consult with Employee and Labor Relations to determine the appropriate course of action. Progressive Corrective Discipline will be used to address misconduct. Corrective Discipline can range from informal feedback for minor infractions to more formal corrective measures, up to and including termination of employment for repeated or serious offenses (e.g., assault, theft, violation of University policies or procedures, confidentiality or privacy violation, discrimination or harassment, physical violence, or threats of violence).
Corrective Discipline for misconduct is normally issued progressively but will be issued according to the degree of misconduct. Steps may be omitted or repeated depending on the frequency, severity, or nature of misconduct. For example, in instances of serious or gross misconduct, immediate termination of employment may be appropriate.
3.3 Probationary Period
The employment probationary period allows the supervisor to closely assess a newly hired staff member’s performance and suitability in their new position. During the probationary period, new staff members may be terminated without notice or prior warnings without regard to the procedures outlined above. Probationary terminations must be reviewed and approved by Employee and Labor Relations.
3.4 Referral to the Employee Assistance Program
If a supervisor believes a staff member's performance or behavior is being adversely impacted by personal matters, the supervisor may refer the staff member to the Employee Assistance Program. In certain limited circumstances, a staff member may be required to contact the Employee Assistance Program and comply with any recommended treatment as a condition of continued employment. Employee and Labor Relations must approve such requirements.
4.0 Definitions
For the purpose of this policy, the terms below have the following definitions:
- Corrective Discipline:
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Action taken to address employee misconduct. Misconduct involving violations of policies and procedures and continued failure to correct misconduct may require disciplinary action.
- Employee Assistance Program (EAP):
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Confidential counseling and support services administered by Brown's EAP provider.
- Performance Improvement Plan (PIP):
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A formal Performance Management process that facilitates constructive discussion between a staff member and their supervisor and details the specific work performance requiring improvement within a defined time frame.
- Performance Management:
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Actions designed to address deficiencies in an employee’s work performance through guidance to achieve acceptable performance standards. Performance Management may include counseling, coaching, Performance Improvement Plans (PIPs), or other appropriate forms of guidance. Examples of work performance deficiencies that can be addressed through Performance Management include, but are not limited to:
- Failure to complete work assignments accurately and in a timely manner;
- Failure to perform tasks, learn necessary skills, or to work collaboratively; or
- Failure to exercise good judgment.
5.0 Responsibilities
Individuals to whom this policy applies are responsible for becoming familiar with and following this policy. University supervisors and employees with student oversight duties are responsible for promoting the understanding of this policy and for taking appropriate steps to help ensure and enforce compliance with it.
Supervisors: Establish clear performance expectations and goals, review performance with the employee during the annual performance appraisal process, and address performance deficiencies in a timely manner. Consult with Employee and Labor Relations when performance falls below acceptable standards or when conduct violates University policies or procedures. Issue a PIP when necessary to address performance concerns.
Employees: Seek clarification of performance expectations and goals when necessary. Seek guidance from their supervisor when performance falls below acceptable standards or seek consultation from Employee and Labor Relations to address inquiries regarding a PIP if the supervisor has not addressed those inquiries.
UHR Employee and Labor Relations: Provide consultation as necessary to address work performance deficiencies, confirm whether conduct has violated University policies or procedures, review PIPs, and review and approve Corrective Discipline and employment termination decisions.
6.0 Consequences for Violating this Policy
Failure to comply with this and related policies is subject to disciplinary action, up to and including suspension without pay, or termination of employment or association with the University, in accordance with applicable (e.g., staff, faculty, student) disciplinary procedures.
7.0 Related Information
This policy is not a legal document. This policy does not confer a term of employment, nor is the language intended to establish a contract of employment, express or implied, between any employee and Brown University. The University reserves the right to change, amend or terminate any of its human resources policies at any time for any reason.
Brown University is a community in which individuals are encouraged to share concerns with University leadership. Additionally, Brown’s Anonymous Reporting Hotline allows anonymous and confidential reporting on matters of concern online or by phone (877-318-9184).
Employment at Brown University is based on the premise of employment at will. This means that employment can be terminated with or without cause and with or without notice at any time at the option of either the University or the employee except where employment is governed by an agreement.
The Office of Equity Compliance and Reporting (OECR) is responsible for investigating or adjudicating reports of harassment or discrimination based on a person’s protected classification(s).
The following information complements and supplements this document. The information is intended to help explain this policy and is not an all-inclusive list of policies, procedures, laws and requirements.
7.1 Related Policies:
7.2 Related Procedures:
7.3 Related Forms:
7.4 Frequently Asked Questions
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7.5 Other Related Information:
Policy Owner and Contact(s)
Policy Owner: Vice President for Human Resources
Policy Approved by: Executive Vice President for Finance and Administration
Contact Information:
Policy History
Policy Issue Date:
Policy Effective Date:
Policy Update/Review Summary:
Formatted to comply with new University Policy Template. Previous policy version(s) superseded by this policy:
- Policy Reviewed: May 1, 2026
- Employee Relations (20.073), Revision Date: September 10, 2019