Firing/Discipline of Employee Interview Q’s and A’s

  1. What is the first action you take when an issue is brought up about an employee who needs discipline?

A conversation is started with the employee who is in question of discipline to further investigate what the true issue may be.

  1. Are there several steps that are taken to discipline an employee before termination?

Yes, a discussion with HR, write up agreement, basic performance plan after 3 months if there is no change then they are terminated.

  1. When do you usually fire an employee or discipline them? Do you do it before the weekend?

Depends on the situation for each employee but it is usually done at the beginning of the day. Performance improvement plan, Layoff (1%), lowest performers let go first, consulting with HR for termination packet or on phone. Ultimately it is done when convenient and when it feels right.

  1. Are you required to give severance pay if you fire an employee? If so, does this impact your decision on whether or not to fire them?

Not required, but typically give 2 weeks’ pay and some form of severance, or negotiation so that they can collect other benefits depending on situation, every employee has a special situation. The company also tries not to sever ties with employees especially if layoffs are to occur because when rehiring some employees come back to the company for work.

  1. Do you have the final say in whether or not an employee needs to be fired? Or is there a committee/someone over you that makes the final decision and you execute those decisions?

Usually hierarchy of management knows situation, HR is more involved and pulls trigger.

  1. Who all is involved in the firing process and discussion with the employee when they are fired?

HR and first line manager are the ones to start and finish the discussion with the employee who is to be terminated.

  1. How long is the discussion with an employee about them being let go?

As short as possible, employee checklist (badge, computer, turn off access, until security measures are taken care of) IT/security, HR, first line manager are some of the things that need to be taken care of before the employee is fully let go.

  1. Do you utilize verbal/written corrective discipline and education? If so how many times do you do this before proceeding to the termination of the employee?

Review process (rating), one on one every other week to talk about getting better, peer reviews, verbal, written, performance plan. There are many steps in the corrective action process.

  1. Does the process of termination for the company you work for ever hinder you from terminating an employee?

No, HR/management is very supportive, the process is just a lot of work and can be awkward when having to break news because of the security measures that have to be taken for the company (deny access to company computers, buildings, and finances)

  1. What is done to prevent gossip and retain the trust of employees in the workplace when terminating an employee?

Usually done secretive/out of public view to reduce gossip, people keep heads down to put oneself out there (limelight) of increasing chances of being let go. Performance problem employees are hard to disguise because most people are aware of the situation.

11. What types of issues/offences do you fire/ terminate over? What constitutes termination and what is discipline worthy?

A few examples of what some employees have been fired over are, pornography on work computer, working a second job while at work, blatant lies of whereabouts, misusing company credit card for personal use, causing tension at work (causing problems at work), using work time to engage in personal/intimate relationships, poor performance and layoffs.

  1. How many warnings/ offences do you allow before considering termination?

Cadence is very generous to their employees and gives them the benefit of the doubt and is apparent with the steps in the termination process.

Tami Wood

Cadence Design Systems Inc

After the interview with Tami I realized how lenient the company is with their employees. This helps foster the idea that education, training, and proper steps to avoid rash decisions when terminating an employee. Once the decision to fire a troubled employee has been made there is no doubt that the right decision was made as long as the policy in place was followed. It also helps mitigate any legal repercussions against the company as they are covering their bases with sufficient evidence that termination was necessary.

Reflective Journal Week 6

This week we talked about ethical issues in the workplace and what we may do when placed in a situation that may require an ethical committee to intervene or help the care team and family make a decision based on the specific situation. There are many different types of ethical or legal dilemmas in the workplace and all we need to be able to do is identify the need for an ethical committee to help the family and care team make the best decision for those involved.

During the team activities I found myself a bit more conservative when on the ethical committee for a patient that is in a vegetative state and the family wanting to go through with dialysis. From my experience of working in healthcare it is easy to have our own idea of what should happen to patients in specific situations, but it tends to be skewed or biased from what we know of healthcare and our cultural beliefs. I find it difficult to press my beliefs on someone especially when it comes to the care that is provided to a patient/family. I find it more beneficial to educate the family on the diagnosis/prognosis and give a recommendation but ultimately give the family a say in this specific situation.

I believe it is important to really understand why a family would want to pursue specific medical treatment especially in circumstances such dialysis for a patient in a vegetative state. Or in the movie My Sister’s Keeper, the daughter who was born solely to provide biomedical treatment by using her body as replacement parts for her older sister.

The information gained from this unit will help me understand that we need to look at these ethical dilemmas from a non-biased perspective to make a decision that is truly best for the patient/family that is involved. I need to be more aware of identifying ethical issues as well so that the proper team can be notified. It is not going to be easy when faced with an ethical dilemma and that is why these teams are available to healthcare.

Performance Appraisal Interview

  1. How long do your performance interviews last and do you feel it is an adequate amount of time?

There is some self-evaluation, but a lot of the data is subjective determined on how they meet the standards. Every 3 years it is a longer evaluation. Sitting down maybe 30 min. because the process has been going on for about year. Each employee has about 5 days to submit a statement about the performance evaluation.


  1. How often do you hold performance interviews with your employees.

Once a year for every employee and every 3 years for a more in depth process.


  1. Do you encourage or require your employees to set goals that they can work on throughout the year?

Yes, that is all part of the process, and at the beginning of the year they set goals that      are measurable utilizing the SMART goals acronym.


  1. Do you use a one on one method when doing a performance interview or do you have others in attendance? 

It is always a one on one, unless they are not meeting standards because there may be   disciplinary action and requires another administrator.


  1. What kind of setting do you hold performance reviews? A more formal time set aside outside of a shift? Or do you take people aside before during or after a shift in more of an informal setting?

It’s either in the office or in their workplace in private. Never liked the idea of summoning someone to the office as it may be intimidating or make the employee feel like they are in trouble. Likes to go to their office during a prep period. Tries not to do anything     before or after working hours.


  1. How do you determine the results of a performance review? Do you use some type of scale to grade employees?

Uses a standards or state standards and incorporate those in the performance review process. Rates every standard on highly effective, effective, minimally effective, partially effective, and ineffective. Partially effective for 2-3 years of employment is acceptable as long as there is a plan for improvement. If partially effective is met after the initial 3 years the employee requires reprimand, although those who change positions are given leeway.


  1. Are your employees pay/ raises affected by their performance review?

Yes, if you don’t meet standards then the raises for the year are not given.


  1. Do you have coworkers and employees evaluate each other? Is what they say taken into account when making decisions?

No, but there is a process to help one another by evaluating one another unofficially so that they can see where they might need improvement.


  1. Do you ever give employees a “perfect” score on a performance review? Why or why not?

That is called a straight-line evaluation and is discouraged and doesn’t say much about the person.


  1. What qualities are you evaluating? Attendance, ability to get along with coworkers, get projects done, etc..?

7-10 main Standards, evaluations on productivity, interaction with clients, client surveys, correction surveys, community surveys, performance in work force, attending and participating in meetings, do they support mission and values of the company, portfolio, and client engagement. These are all used when evaluating an employee and may be gathered throughout the year.

Marlisa Gerber, Varex Imaging

Some companies put more emphasis on an employee evaluation and it seems as though Varex is one of them. I believe that it is important to have a comprehensive employee evaluation but it seems to me that this may be overboard especially when it comes to the 3 year mark for evaluating the employees. The impression that I got was that during the more in depth evaluation it is very time consuming when the time/money could be spent mentoring those who really need the help within the company.

Reflective Journal Week 5

Reflective Journal Week 5


This week our group discussions were focused around the greatest leader of all time, performance appraisals, and dealing with what may be considered a problem employee. When discussing the greatest leader of all time it seemed to be hard to pinpoint someone that encompasses the greatest leader of all time title because there have been many great leaders and in their own way and seems to be specific for the situation they are placed in. Some of the leaders that were presented as a group were, Mahatma Gandhi, Jesus Christ, Martin Luther King Jr., and George Washington. Each of these leaders rose to a challenge and spoke up to make things right in the world to make the world a better place.

When discussing performance appraisals, it was clear that there needs to be set expectations to be able to discuss job performance with employees so that they are able to progress in their career by knowing where they stand and what they can improve upon.

When discussing the given “problem employee” scenario it was clear to me that the employee in question was not a problem but seemed to be because the needs of the unit seemed to be cumbersome and needed the extra help from those on the unit. When asked to discipline or use corrective action with an employee that doesn’t seem to have created a problem would be a difficult task and would need to be gone about methodically to retain the knowledge/experience but also cover the needs of the unit.


The team activities brought new insight/perspective into who would be considered the best leader of all time and the reasoning behind their decision. And some great ideas on how to go about talking with a “problem employee” were discussed giving me new perspective on how one may go about tackling the task.

This week it was apparent that there are many different perspectives, and ways to complete a task such as dealing with unit needs and employees that are needed to fill in where needed. When utilizing this information in my nursing practice I will try my best to gather as much information as possible to gain a holistic perspective before jumping to conclusions. This week really helped me collaborate different perspectives pulling me outside of my box of thinking.

Reflective Journal Week 4

                 This week I learned more about the hiring process, more importantly the interview processes and what it all entails. When applying for a job it’s much easier to have your resume dialed in, fill out necessary application information, and have references ready for the hiring company. But when interviewing the company needs to take into consideration, logistics of a new hire, Job description, required education/certifications, prior experience, job commitment, the Interview, interviewee personality types, genuine applicants, resources for training new hire ext. Needless to say there is a lot that goes into hiring a new employee than may meet the eye. And to hire the right employee is crucial for the future of the company/organization.

                If I get to the position where I am in charge of the hiring process it is clear to me that I take it seriously by creating a plan, have resources available to me to weed through candidates selecting those who I would hire on paper and conducting an interview to dive deeper into whom will be the best fit for the culture we work in.

Hiring Interview with Todd Bird

As I was thinking about who I will ask these 15 questions one person came to mind that had plenty of experience in a leadership position and conducting interviews for positions with great responsibility. I interviewed Todd Bird who is a juvenile and adult correction educator for Canyon’s school district (South Park Academy), in short, he is the principal at the prison in Draper UT. 

  1. What are some things you look for in an interviewee that would be a sign you would not want to hire them?

When an interviewee is exaggerating, he looks for people who are more genuine.

  2. What would you consider an adequate amount of time for an interview?

Half hour to 45 minutes, anything less is not enough time to get to know the candidate, scheduling people in 1-hour increments.

3. Do you prefer one on one interviews or interviewing someone with a panel of interviewers?

Minimum of 3 people, he wants others opinion, (another leadership role, and someone that actually does what the candidate does or someone they will be working with).

4. Do you have a set of questions that you ask everyone you interview, or do you ask questions based on the progression of the interview and do the questions vary from person to person?

Todd states that within the school district there are pretty strict rules when it comes to the questions that are asked, there has to be a set of questions that he has to ask every candidate that is pre-approved by human resources. He also talks to the panel of interviewers to not ask questions outside of the questions that have been asked. All they can do is ask follow up questions with what the candidate has already stated.

5. How do you record your thoughts while interviewing? Do you write down thoughts as you interview? Do you make mental notes and record later?

When scoring candidates, they utilize a score card, and take notes during the interview that will remind them of what they were thinking during the interview.

6. How do you avoid asking illegal questions or avoid heading down the wrong direction with your interview?

Todd states that he doesn’t worry about asking illegal questions, but that he worries about the people placed on the panel. He had an experience where he was being interviewed by a panel that had people from the community that were helping conduct the interview. The position was for an administrative position and one of the community members asked him what religion he affiliated himself with. His response during the interview was “I don’t think legally you can ask that question, thank you but I will not answer that.” He fears that he hasn’t briefed the panel enough of the types of questions that they cannot ask. With the set questions it helps mitigate that. Also, he has taken it upon himself to ask all the questions.

7. Do you require a background check, and do you look at your candidates social media?

Everyone has to have a background check, also a BCI (bureau of criminal investigations). He states that he doesn’t check people’s social media enough. He has an administrative assistant that helps with the pre-approval process by looking up social media of the candidates. They do a pre-scoring process to weed it down to a minimum of 3 candidates.

8. When interviewing a candidate for a position posting what are some key behaviors within the interview that would deter you from hiring the candidate?

Todd tries to overlook nervousness. He is more keen on trying to get a feel for the candidate’s personality and whether they will fit into the organizations culture, or are they going to stir things up and create a poor working environment for others. When hiring he is concerned how the person is going to fit in. Especially since they work within prison confinement which can be intimidating in itself. Some candidates being so intimidated that they leave the interview before even sitting down and calling in later to say that they do not feel comfortable with the environment. So, he watches the candidates as they come for the interview to see if they feel comfortable enough navigating the prison (showing ID, talking to guards) to sit down for the interview. He also like to see the response of the candidates who are obviously freaked out with the environment and whether or not they try hiding their fear. Todd said that it is obvious when candidates are freaked out by try hiding it.

9. When asking the interviewer questions are you looking for specific responses, or are you more interested in the way the candidate articulates their response?

When asking specific questions, he is looking for both, a specific response, and the way the candidate responds. Within the interview he has specific questions for both. Some questions to get a specific response, and others to see how the candidate responds. One example of a question Todd uses to see how the candidate responds is “What would your co-workers say about you?”. Many of the candidates pause for a second, because the question turns from a self-reflection to how others may view them, and states that most candidates are pretty honest with the question whether they reveal some positive or negatives about themselves. He uses this question to get away from questions that candidates may be prepared to answer such as “Tell me your strengths and weaknesses” types of questions.

10. Experience is always great to have, but at what point would you hire someone with less experience? Could you give examples if this is true?

When interviewing candidates, he already goes into the interview with the mindset that he would already be willing to hire this person and uses the pre-approval process to weed out candidates that do not meet the requirements for the position. During the interview he tries not to weigh their experience and knowledge as much as he wants to get a better feel of who they are and their passion for the position itself. By working in education, he is looking for someone that is not only educated in the subject but is passionate about teaching others who are willing to learn fundamentals of the subject so that they can progress to the next level.

11. When considering a candidate for the position are you intrigued when a candidate has a professional portfolio on top of their resume, and does this set them above other candidates?

 Todd states that he doesn’t care about a professional portfolio, he is more concerned that the candidate has the required information (cover letter, resume, application and references). He states that he has been wronged so many times. When the new Canyon’s school district opened he went through all of the candidates portfolios who applied for the superintendent position which is a $200k+ position and the one who received the job had a stabled together white paper, but what set the person apart was what was written on the papers was very impressive. On paper he looks for things that tell a story about the person and the type of person they are. For example he interviewed a candidate because there was something intriguing about the candidate on paper because there seemed to be something missing and when interviewing the candidate he found out that she was on her death bed with cancer at two different times in her life before the age of 20. When reviewing her portfolio, it didn’t state that, but he recognized that things were being delayed/going on and that he was interested. After interviewing the candidate, he ended up hiring her because she had a great perspective for someone with her age.

12. How do you score or compare candidates across the board after the interview process?

After scoring candidates he tells the panel that he will ultimately make the final call but will take their thoughts into consideration when making that decision.


13. There are some people who are qualified for the job but are not good at interviews. When you see someone struggling in an interview, what do you do? 

When Todd recognizes someone, who is struggling through the interview he likes to make a joke to get the candidate to relax. Sometimes he will say, “let’s stop for a minute, you go ahead and breathe (candidate may laugh) and he will say it’s alright we are nice here, you are already in prison how bad can it be?” or he will say, “are you nervous because this is your first time in prison?”. He also states that he has been on panels where they try to purposefully make the candidates feel nervous and doesn’t understand the purpose of this as it doesn’t help you understand who the person is after the interview is over, and not just who they are during the interview.


14. When making the final decision on a candidate, what process do you follow? Who do you communicate with to send an offer?

Once a decision has been made, he is sure to check references, and personally calls the candidate to offer the position, or to inform the candidate that they were not chosen for the position. When calling references, he also utilizes a specific set of questions as well set by the HR department. In what capacity do you know them, how long have you known them, and is there anything that you would like to tell me about this person, and would you rehire this person? One red flag is people who do not post a reference that is a previous or current supervisor.

15. When you interview a candidate what type of body language do you look for? Facial expressions? Placement of hands? What gives the impression of confidence in your opinion?

Todd states that the impression of confidence does matter, but that he is unsure of what he looks for specifically or if it’s just a feeling of confidence that he gets from the interviewee. He also states that he has been duped by some interviewees who showed confidence but ended up being hard to work with because they seemed to have all the answers. When going to interviews he states that he fidgets a lot, so he takes a pen into the interview to direct some of that energy into fidgeting with the pen instead fidgety hands. He related this to a politician who ran for president Bob Dole who had a stroke, with his hand in a fist it would be obvious that there was something wrong, but when he has a pen in that hand during his speeches it was less noticeable.

My biggest takeaways from interviewing Todd Bird was that the pre interview process is very important to mitigate the amount of time spent during interviews, and during the interview it is not necessarily the questions that are asked but as to how the candidate responds and how genuine they are about their response. Hiring someone is one of the most important things you can do for an organization. When you hire someone, you’re ultimately effecting the efficiency and morale of the workplace. When getting it wrong it is harder to get rid of the bad apple than to be more thorough in the selection process.

Week 3 Journal

   This week we discovered the different aspects of the hiring process. From my understanding of the material, as a leader in the hiring process it becomes much more difficult/time consuming depending on the organization and the hierarchal system that may take time to achieve approval for the process, and the process itself (HR, 3rd party organizations, overlooking candidates, interviews and post interview). It seems a few things tend to take more time such as the responsibilities of the position; such as a technician vs a nurse vs a manager, each of these will be looked at in more detail for different reasons.

   The interview itself has risk with what questions are made Legal or Illegal, and the preparation for the interview. If the interview is well thought out by having prepared questions, specific people involved with the interview (huck, nurse, charge nurse, or HR employee), and an agreeable best-case scenario hire. To properly lead through the hiring processes reduces the time it takes to obtain a new hire, and the skillset it takes to choose the best candidate that fulfills the needs of the unit and culture within. As a new nurse in the field these are aspects of the hiring process to consider as I am more likely to be placed in a leadership role as my career progresses.

Journal Reflection Week 2

This week I’ve had time to reflect on some of the assignments and how they bring to light the idea of great leadership. The Ender’s Game movie is just one movie that characterizes leadership. With Ender (Wiggin) and Colonel Graff being the most obvious leaders throughout the movie, they exemplified vision, patients, respect, determination, humility, good communication skills, compassion,  and most of all a sense of team work to accomplish a common goal. To me these characteristics are shown in great leaders. The opioid crisis that has plagued many communities is a prime example in how leadership can rectify the adverse effects of the crisis. In Oklahoma a state judge ordered Johnson and Johnson to pay $572 million for perpetuating the addiction crisis. I’d hope that great leadership will appropriate the funds correctly especially the communities the crisis has hit the hardest.

Through the team activity of determining who the leaders were on the given list of names we found most of the individuals that were listed were leaders and for similar but different reasons. They were similar in that they had vision or ingenuity, influence over peers, and great communication skills. Even though one in particular such as Adolf Hitler had some very disturbing ideologies that perpetrated the events that had unfold. But even Hitler was able to lead others to come together for a cause that they believed in such as the Aryan race and the genocide of millions of Jews. With this activity it is easy to see that those in natural leadership positions such as presidency, fuhrer, CEO of a company, priest tend to be easy to find the leadership qualities. However in day to day operations at work I’ve began to notice natural leaders that do not take on the given title of “leader”. These co-workers tend to have a grasp on how the system or unit works as a whole, knowledgeable experts in their line of work, teachable, and teachers of their expertise.

The DISC personality test was to help identify personal traits that contribute to ones leadership style and how each of the traits are useful within an organisation depending on the circumstances. However I did not see that one of these traits was more prevalent in me as a whole but was more prevalent in me depending on the circumstances that I am placed in. I do think that having a good understanding of oneself and your personality traits will help one be more mindful in their leadership style and may help shape their leadership style depending on their given situation.

The information in this unit will help me be more mindful of leadership characteristics, personality traits, and identify those around me to exemplify leadership even though they may not take on the leadership style. This will also help me be more mindful of my own characteristics and personality traits that I express so that I can hone in on how to better myself to become a better leader in my line of work.

Nursing Leadership Characteristics

  1. Leadership requires personal mastery – Nurses demonstrate leadership when they show competence and mastery in the tasks they perform. Nurses are deemed competent by means of a license to practice nursing (NLN 2010).
  2. Leadership is about values – A nurse will lead by example by showing the importance of not only their values but the values of those they collaborate with and the ones they are caring for.
  3. Leadership is about service – Nurses exemplify a leader when they take the initiative to help their co-workers (teammates) to achieve a common goal to provide the best care to the patients they are over.
  4. Leadership is about people and relationships – Nurses lead by getting to know their co-workers, patients, and community to learn how to fulfill their needs.
  5. Leadership is contextual – Nurses who lead identify strengths and weaknesses of themselves and their co-workers. This provides the opportunity to let those who are experts in a field/task to take the spotlight, and an opportunity to teach those in your expertise.
  6. Leadership is about the management of meaning – Nurses lead by motivating those around them to find it within them the purpose to achieving an outcome.
  7. Leadership is about balance – Nurses demonstrate leadership by being able to balance work life and personal life so that neither interfere with the other in their ability to perform.
  8. Leadership is about continuous learning and improvement – Nurses who lead put in the time to better themselves at what they do through education, and taking opportunities to learn from others who are experts in their field.
  9. Leadership is about effective decision making – Nurses lead by prioritizing their time, resources and knowing when to ask for help.
  10. Leadership is a political process – Nurses lead by being able to identify differences between those they work with and patients they care for and be able to overcome the differences to achieve an a common goal.
  11. Leadership is about modeling – Nurses demonstrate leadership by coming together as a team sharing information and strategies to achieve a shared goal or outcome.
  12. Leadership is about integrity – Nurses lead by having a commitment to do the right thing regardless of the circumstances, being consistent through actions, and expectations.

DISC Personality Test

After taking the DISC test my results were 4/0/3/8

This would make me more of a conscientious (C). It is true that I do like to avoid conflict and I am more systematic in my approach when trying to complete a project or task. 

I wouldn’t consider the results a revelation about myself but I can see traits about myself in each category, however I scored a 0 in Influential. To be honest I don’t find this test to effect my leadership style. But I do see the importance to understand the traits that I do possess and use these traits to shape how I will follow/lead in the future. This test will give insight as to what traits I may possess and show what leadership style I may lean toward.