Army Counseling Forms are the kind of forms that are used whenever someone within the military needs any kind of counseling session. It’s never easy when one is drafted into the army, whether willingly or not. Employee counseling forms are documents which are used by companies to record the details of the employee as well as the details of the counseling which occurred in lieu of an incident in the workplace. At Thriveworks, we often receive requests from counseling providers who are looking for private practice forms (informed consent, intakes, PHI releases, etc). Hence, we have uploaded a few basic forms (PDFs) we have used in our charter counseling office, in Cambridge, Massachusetts.
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The aim of any counselor is to help their clients overcome their problems and become better. Some counselors put in extra effort into the process by writing a developmental counseling form, or researching for the most effective or suitable treatment plan. Their dedication to the helping profession is rewarded with the client being able to cope with and overcome their problems.
A company’s progress and productivity rate lies in the hands of their employees. The employees can be considered as the building blocks of the company. Their work ethic and performance can be assessed and enhanced through Employee Communications Counseling. These sessions are supportive towards the achievement of the company’s goals.
Telemedicine or technology assisted counseling (TAC) consent, policies, & agreement. Must be completed for ALL clients wishing to use technology assisted counseling. Please note that this document must be signed before counseling. Telemedicine or Technology Assisted Counseling (TAC) Form (Signature).
HR Employee Counseling Form
Employee Initial Counseling
Employee Disciplinary Counseling
Employee Counseling Report
Employee Verbal Counseling
What Is a Employee Counseling Form?
An employee counseling form is a document that encompasses an employee’s issues or violations and the corrective action to be taken. The HR manager or associates can obtain the standardized form from the company itself or search for Counseling Forms in PDF. The first part of the form contains the employee’s name, position in the company, and their assigned department.
What follows is the reason for the counseling which can from reasons such as behavior, inappropriate conduct, tardiness, substandard work, and many more. The detailed description of the incident is the next thing to be asked. After that, the corrective action to be taken is written down. When the employee in question signs the form, they should comply with the given corrective action.
How to Write an Employee Counseling Form?
A convenient option to take is to search for Counseling Intake Forms and a Counseling Feedback Form. However, creating an employee counseling form is an option one can take. First, at the top of the page is the employee’s name, position, and department.
The date, time, and counseling date is also indicated in the same part. Next, the reasons for counseling are presented as choices with boxes. The description of the incident follows and asks for a detailed account which includes names and dates. The corrective action is then presented, and depends on what the counselor sees fit. The last part involves comments and signatures of the employee and their supervisor.
Employee Corrective Action
Employee Written Counseling Form
Employee Performance Counseling Record
Employee Statement Form
What Is Employee Assistance Counseling?
Employee Assistant Programs typically involve benefits that can be obtained by individuals whose personal difficulties can affect or interfere with their performance and productivity at work. One of these benefits is access to short-term counseling sessions.
Counselors would use the same process as a long- term session, such as using Counselling Evaluation Forms, scheduling upcoming sessions, building good relations, and coming up with effective solutions. This service can help those especially dealing with mental health or behavioral issues in properly dealing with their issues so that their work is not affected as well as find more job opportunities.
How to Conduct Employee Counseling?
Rather than letting the problem fix itself over time, it is ideal to conduct a session the first time the problem becomes apparent. When conducting a session in employee counseling, Sample Counseling Forms are given to assess the problem at hand and outline the concerns of co-employees or the supervisors. Letting the employee know how the quality of the performance, and what is expected, is good information relay.
With that, allow the employee to respond to your inputs. With help from other colleagues or the supervisor involved, formulating a corrective action plan is an essential step. When the employee takes on the corrective action plan, follow up on them to see if they are progressing well.
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The Employee Counseling Form can help guide and document an employee counseling session. An employee counseling session is an opportunity for a supervisor to meet with an employee and discuss some aspect of the employee’s performance. It is not a form of punishment in itself, but rather a way to improve performance. The session may cover a particular thing that the employee has done or experienced, a task that the employee has completed or failed to complete, a tendency or habit of the employee, or the employee’s overall work for the company. Regardless of the purpose of the session, relying on a pre-prepared form can help both the supervisor and the employee get more out of the counseling by making it clear what information needs to be discussed and recorded. Using the form and preserving can help the company demonstrate that it took appropriate measures should problems develop down the line.
The supervisor should give the employee notice ahead of time to find a convenient time for the session, and arrange so that it may be conducted in private and without interruption. Particularly if the reason for the session is an incident that the employee was involved in or a problem with his or her performance, the supervisor should do the following:
- gather necessary documentation associated with the incident or problem;
- formulate a clear explanation of how the employee’s conduct does not meet expectations; and
- state how this shortcoming is harmful to the overall work of the company.
This should consider tools, policy communications or training the employee has received that will provide evidence or identify gaps that could have caused the problem. Has the employee been properly instructed? Or is the problem rooted in imperfect communication from management?
The supervisor should let the employee know the reason the counseling session is being called, but should emphasize that it is not a disciplinary proceeding, although failure to correct the issue discussed may eventually lead to discipline. At some point before the session begins, the employer should explain that it is being documented. What to do with the form when it is completed should also be decided by the supervisor beforehand, and explained to the employee. Some advocate a three-step approach. In the first step, the document remains with the supervisor who conducted the session. In the second, if the first session did not address what the employer felt was needed, a new counseling form may be created and passed on to the company’s human resources department. In the third step, if issues still remain, an additional form may be filled out that may outline particular consequences for failure to improve, and the form may be added to the employee’s personnel file. No matter what stage of discussion the counseling form will document, the employer should be upfront with the employee.
As seen in the sample form, a counseling form should include:
- The first and last name of the employee receiving counseling along with the date of counseling.
- The issue being addressed. Common examples include unprofessional office behavior, lack of productivity or quality work, attendance, not following dress code, workplace safety violations, and harassment. Be prepared to explain not just the issue, but how it specifically harms the company’s performance
- Relevant policies or procedures shared with the individual at time of hire or after.
- The date of the incident(s) in question, details of the incident and names of witnesses if applicable
- If there have been previous counseling sessions about this issue, the dates of those sessions and what, if anything, was agreed to or decided as a result of them
- The suggested action the employer is requesting the employee to take, and how quickly the employee should begin them
- Any employee comments made during discussion, including disagreements
- The effective date of when the new behavior is expected, and a description of how to verify whether the employee has successfully done so
- The signature of the employee acknowledging the issue and agreeing to remediate the behavior
- Future actions an employer may take in response to the employee not correcting the behavior as requested
1. Identify the problem
The employer should detail out the exact problem that needs to be addressed. This may require further investigation into tools, policy communications or trainings the employee has received that will provide evidence or identify gaps that could have caused the problem.
2. Prepare employee for counseling
The employer should setup a meeting with the employee regarding the counseling, what is expected and what will be occurring during the session.
Counseling Forms For Private Practice
3. Admit employee into counseling sessions
Employer should allow employee into counseling session and engage the employee in open two-way dialogue.
Adopting a robust employee counseling program is associated with the following benefits:
- Higher staff retention, which leads to reduced operating costs and affordability
- Reduced absenteeism and sick time being
- Improving company performance by removing barriers and identifying shortcomings among both management and employees
- Provides the business opportunity to analyze an individual’s true potential. It will provide the employer with an opportunity to create a plan for the individual, direct action and coach effectively
- Provides the business opportunity to increase the morale and confidence of an employee
- Encourages the employee(s) to speak up regarding potential issues, particularly that supervisors may not be aware of, and increase accountability in the company
Generally, the first person to conduct an employee counseling session should be the employee’s department supervisor. However, if the session has progressed to the point that the completed form will be given to human resources, it may be advisable to include someone from HR as well. Alternatively, if the employer has reason to suspect that there may be mental health or substance abuse issues associated with the employee, it may be advisable to suggest a separate counseling session with a professional trained to address these issues.
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