Education should take appropriate corrective action against Supervisor A for failing to adequately monitor and discipline the employee.
In January 2013 Education informed us that it would take action against the supervisor by monitoring his ability to supervise. In reply, we urged Education to add a letter of reprimand to the supervisor's official personnel file. In April 2013 Education stated that it disagreed with our recommendation and it believed that training it had instituted for the supervisor was sufficient to address his supervisory failures as described in our report. We asked Education subsequently to provide details regarding its monitoring of the supervisor's ability to supervise. In response, Education stated that, in addition to adhering to its regular practice of performing ongoing evaluations of the supervisor and communicating with him, it instructed his direct supervisor to report any concerns about his performance so that appropriate action could be taken.
In July 2013 Education stated that the supervisor participates in weekly staff, manager, and individual meetings with his division director. Education purported that through these meetings, the division director ensures that the supervisor is assigning work appropriately and equitably to staff members. Education also stated that no employee in the supervisor's unit was without sufficient duties and assignments.
Education reported that Supervisor A attended its in-house training on personnel management. Education claimed that this training was designed to improve the supervisor's personnel management knowledge and skills, including awareness of incompatible activities, progressive discipline, and employee disciplinary actions. However, this training does not constitute taking corrective action against the supervisor for neglecting his duty to monitor and discipline the employee. (See 2013-406, p. 280)