Set measurable performance expectations
HRPD-105 · Version 1.2
Performance Management Discipline and Termination Risk
Manage performance fairly, distinguish culpable from non-culpable issues and reduce risk in discipline and termination decisions.
120 minCertificate included
Learning outcomes
Set measurable performance expectations
Conduct fair coaching and progressive discipline
Screen for accommodation, reprisal and leave risks
Plan respectful, documented termination processes
Course journey
7 modules. One practical action plan.
- 117 min
Expectations and evidence
Employees need to know the required result, how it will be measured, available support and the consequence of continued shortfall.
- 217 min
Coaching and progressive discipline
Corrective action should be proportionate, consistent and based on facts, while recognizing that some issues are non-culpable.
- 317 min
High risk decision screen
Discipline and termination risk increases when a decision closely follows a complaint, leave, accommodation request, safety report or other protected activity.
- 417 min
Termination planning and dignity
Ending employment can engage statutory, contractual, common-law, human-rights, benefits, privacy and safety considerations.
- 517 min
Coaching and support
Use clear expectations, employee response, support and follow-up before formal decisions.
- 617 min
Consistency and decision review
Use chronology, comparators and independent review to test difficult decisions.
- 718 min
Termination implementation and follow-up
Align communication, entitlements, access steps and records with the supported decision.
Regulatory positioning
Clear claims. No ambiguity.
Designed as relevant, quantifiable professional-development content. No HRPA approval or automatic eligibility is claimed. Participants remain responsible for determining relevance, classifying and reporting hours, and retaining supporting documentation. Employment-law content is educational and is not legal advice.
