What are the general procedures a supervisor should follow when she discovers a minor infraction on the part of a subordinate?
What will be an ideal response?
The general procedures for handling minor infractions observed by the supervisor in the course of his activities will involve a discussion of the incident with the concerned employee, an on-the-spot warning or admonishment given when appropriate, and a record made of the incident for future reference. Then a follow-up should be made to determine the effect of the warning. The procedure that will be followed by the supervisor in initiating appropriate action in response to a more serious complaint from within or from outside the department will follow a general pattern.
First, the exact nature of the alleged misconduct must be ascertained from the complainant. Broad generalizations, such as "I am being harassed by the police," do not state a cause for investigation unless the complainant can specify the exact nature of the harassment.
Second, an inquiry must be initiated for the purpose of determining the merit of the complaint (and the degree of culpability of the accused officer if investigation supports the allegation).
Third, conclusions must be drawn from the facts collected and recommendations made concerning the disposition of the case. Corrective action may be indicated, or the case may be closed if the evidence does not reasonably support the allegation.
Fourth, if corrective action is decided upon, it must be administered.
Fifth, the supervisor should follow up to ascertain the effect of any disciplinary action, especially if it is negative.
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