Employee counseling forms are intended to be used by supervisors to document the details of the counseling session as well as the details of the incident which occurred that lead to the need for counseling an employee. With this form, supervisors will also be able to know what the thoughts and comments of the subjected employee are, and what plans he would like to suggest in lieu of the raised concern and issues involving him.
Types of Employee Counseling Forms
Basic Employee Counseling Form – This form type is composed of four pages which should be filled out by the supervisor and the employee. The first part of the first page is for identifying who the employee to be counseled is, while the remaining contents of the first page are allotted for describing the issue or the incident, identifying the names of the witnesses who can account for the incident, and the names of the people who were present in the counseling meeting held by the supervisor.
Basic Employee Counseling Form
Moreover, the second page of the form specifies the corrective action plan finalized by the company, the goals to be achieved, the schedule of the progress check-in, and the possible consequences the employee will face for failing in meeting the goals. In the third page, the discussions which were presented by the supervisor to the employee along with the statement of the employee will be indicated, while the last page is for the acknowledgment and signature of the employee.
Employee Performance Coaching Counseling Report Form – This form should only be used if the violation of the employee is related to his work performance. Both the employee and the supervisor can indicate their statements and their thoughts about the violation and the plan for improvement in the form. Furthermore, both of them should also sign the form with their names and the date when the form was being used.
Employee Performance Coaching Counseling Report Form
Employee Tardy Counseling Form – This type of employee counseling form is specifically for employees whose issues or violations are related to tardiness. In the form, the supervisor will have to state the name and identification number of the employee in the first section which is then followed by a statement indicating the company’s standard of conduct regarding tardiness.
Employee Tardy Counseling Form
The second section of the form which should be filled out by the supervisor consists of a table wherein the supervisor can enlist the dates as to when the employee was late in coming to work along with its corresponding occurrence. Below the table is a notice to be read by the employee which indicates the maximum number of lates or clock in occurrences which can lead to a corrective action procedure mandated by the company. Both the employee and the supervisor should then affix their signature in order to complete the form.
Employee Counseling Form Sample
Employee Counseling Form in DOC
How to Create a Simple Employee Counseling Form
Follow the steps below to create a simple yet effective employee counseling form:
Step 1: Prepare the canvas or document-sheet to be used.
The margin sizes and other format preferences for the canvas or document-sheet must be customized. In addition, the header should also be edited and must have the name and the logo of the company or institution who will be using the form.
Step 2: Make a section for the information of the employee.
The information which should be documented in the form must include the employee’s name, company identification number, job position and classification, and the name of the company department where he is working in.
Step 3: Create a text box for the statement of the supervisor.
The text box should be large enough to cater to the statements of the supervisor. Furthermore, questions can also be enlisted inside the text box to guide the supervisor in knowing what types of information he must disclose in the form.
Step 4: Add another text box for the statement of the employee.
The purpose of the text box for the employee’s statement is to document the employee’s feedback in receiving the action plan and during the counseling meeting or session with his supervisor. The textbox should also have ample space to allow the employee in presenting his statements fully.
Step 5: Include a signature area.
Lines for both the employee and the supervisor’s signature should be placed in the signature area or block. An acknowledgment statement can also be indicated before the signature area to state the employee’s acknowledgment towards being able to know about the concerns and receive the detailed plans to aid his improvement.
County Employee Counseling Form
Employee Counseling Form FAQs
When an employee signs the employee counseling form, does it mean that he agrees in the plans and statements in the form?
No. The employee’s signature in the employee counseling form means that the contents or statements and plans in the form had been presented and discussed to him by his supervisor, and not to indicate an agreement or disagreement. Moreover, the form can also be referred to as a receipt of notice or service receipt to prove that the document had been presented to the employee.
Employee Counseling Warning Form
What should be done by the employee to contest the statements in an employee counseling form?
If an employee contests to the contents or statements indicated in an employee counseling form, then he must submit a formal letter addressed to his supervisor. The letter must state his disagreement and his concerns, as well as the corrections that he deems necessary to be updated in the counseling form.
Employee Verbal Counseling Form
Is an employee counseling form a legal document?
No. An employee counseling form is not a legal form, however, it can be used in filing lawsuits and hearing of cases if ever an employee claims and sues the company for concerns relating to the subject specified in the counseling form.
University Employee Counseling Form
Regardless of the type of employee counseling form that a company will use for an employee, and regardless of the subject or violation of the employee, the contents and statements in the form should be factual and accurate. The words or the wordings to be used to describe the incident and the violation should also be easily understood by the employee to avoid confusion. In addition, there should be enough evidence to support the claims of a supervisor that a violation had been conducted. And lastly, even after the counseling program and procedures, an employee counseling form must still be kept by the company as a reference in the future and as part of the employee’s records.
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