DIRECTING AND CONTROLLING 6.

Promote cost containment and effectiveness for the health

Directing care facility.
 issuance of orders, assignments, and instructions that enable Principles of Delegation
the nursing personnel to understand what are expected of 1. Select the right person to whom the job is to be delegated.
them. 2. Delegate both interesting and uninteresting tasks.
 includes supervision and guidance so that in doing their jobs 3. Provide subordinate with enough time to learn.
well, nurses can maximally contribute to the organization’s 4. Delegate gradually.
goals in general and to the objectives of nursing service in 5. Delegate in advance.
particular 6. Consult before delegating.
Importance 7. Avoid gaps and overlaps.
1. Establish direction in carrying out desired action Elements of Delegation
2. Influence nursing personnel to follow the direction 1. Responsibility
3. Initiate actions 2. Authority
4. Integrate efforts 3. Accountability
5. Become a means of motivation Rights of Delegation
6. Provide stability
1. Right task
7. Enable employee to cope with the changes
8. Help in efficient utilization of resources 2. Right circumstances
Purpose 3. Right person
1. Obtain the optimum return from all staff in the interest of the 4. Right direction and communication
institution 5. Right supervision and evaluation
2. Bring personal and professional growth of employees Steps in Delegation
3. Bridge the gap of directing  Prepare
4. Create a direct link between the nurse managers and the  Assign
nursing personnel through effective communication  Confirm understanding and commitment
5. Maintain standards of services cooperatively to develop  Monitor accomplishment against the assigned tasks
coordination to avoid overlapping  Ensure accountability
6. Assist in the problem solving of the matters concerning Pointers to Proper delegation of work
personnel  Provide clear and specific instructions
7. Assess continuously the services given personnel performance  Give authority commensurate to responsibility
Principles  Keep subordinates informed
Harmony of objective Employees work well when they feel that their
 Show you have confidence in your subordinates
physiological and psychological needs are met.
 Be loyal
Unity of command Dual subordination brings d/o and chaos,
Ways for nurse Mangers to Delegate Successfully:
undermines authority and leads
 Train and develop subordinates
instability.
Appropriate direction techniques Motivation such as pay, incentives,  Plan ahead, it prevents problems
awards, status, promotion, etc., can increase job satisfaction,  Control and coordinate the work of subordinate
productivity and quality/excellence of work.  Visit subordinates periodically
Use of informal organization Special attention should be given to the  Coordinate to prevent duplication of effort
informal organization to strengthen the formal organization.  Specify goals and objectives
Managerial communication Direct and personal contact or feedback  Solves problems
makes supervision effective and motivating.  Know subordinates’ capabilities and match the task or
Appropriate leadership style Nurse managers to influence their duty to the employees.
subordinates must provide good leadership.  Agree on performance standards
Follow through follow up Nurse managers must monitor as to what  Take an interest
extent the policies framed and issued directions have been enforced.  Do not take back delegated task
Characteristics What Cannot Be Delegated
 Initiates action There are matters that cannot be delegated. Among these are:
 Giving directions and instructions the nurse managers get the 1. Overall responsibility, authority, and accountability for
work started in the organization satisfactory completion of all activities in the unit.
 Continuous process 2. Authority to assign one’s name is never delegated.
 Nurse managers continuously take steps to ensure that orders 3. Evaluating the staff and/ or taking necessary corrective or
and instructions are carried out properly. disciplinary action.
 Takes place at every level 4. Responsibility for maintaining morale of the opportunity to
 Directing is a pervasive function of all manager at all levels in say a few words of encouragement to the staff especially the
all units perform it. new ones.
 Flows from top to bottom 5. Jobs that are too technical and those that involve trust and
 Nurse managers direct their immediate subordinates and take confidence.
directions from their immediate superiors. Why Nurse Managers Do Not Delegate
 Performance-oriented There are some reasons why nurse managers fail to delegate.
 Directing function helps converting plans to performance.  Lack of confidence in their staff, feeling that only they could do
 Human level the task better and faster, or fear of loss of control if some of
 the talents and skills of the subordinates, which can be used for their duties are delegated. Subordinates may be apprehensive
succession planning. in accepting delegated task for fear of criticism, ineptitude, or
Purposes of Delegation incompetence.
1. Provide appropriate distribution of tasks for safe and  Insecurities may be avoided if there is open communication
quality nursing care among the staff. Warm and cordial relationships where everyone
2. Promote individual responsibility and accountability is free to ask questions or seek clarifications regarding of
3. Allow the nurse to perform more complex patient care and delegated task which to them may be too difficult to
other related services understand.
4. Reduce workload to prevent burn out Utilizing / Revising / Updating Nursing Service Policies and
5. Enhance the knowledge and skills of nursing personnel Procedures
and other health care workers  Policies, procedures, rules, and regulations are the standing
plans of an organization. Nursing service exists for
 standardization and as a source of guidance for the nursing  Good supervision considers equal distribution of work
staff. considering age, physical condition, and competence
 Policies promote consistency of action and stability. It speeds Techniques in Supervision
up decision making. It helps conserve time by setting 1. observation of the worker while making the rounds;
standards. Uniformity of standards promotes fairness and 2. spot checking of chats through nursing audits; asking the
prevents conflicts. Policies as usually written and ma de their patients about the care they receive;
periodic review and revision necessary. 3. looking into the general condition of the units;
 Current and written procedure manuals should be available to 4. getting feedback from co-workers or other supervisors or
all nursing personnel. A procedure manual outlines a standard
relatives
technique or method in performing duties. It serves as guide for
action. It contains detailed plans for nursing skills and includes
5. asking question discretely to find out the problems they
encounter in the wards; or
steps in proper sequence.
 A manual is used by employees to review a procedure which is 6. drawing out suggestions from the workers for improvement
not familiar to them or which they have not done for some time. of their work or work situation.
It is used to teach new employees or orient them to procedures Given in a soft, courteous manner, these will be taken willingly
that are commonly done in the institution but which the and accepted as a challenge to improve performance. Give
employees may not familiar with. The manual of procedures on harshly, especially in public, it builds up resentment, ill-will,
patient care should inform, teach, and reduce the chances or and poor quality of work.
errors.
 Policies, procedures are updated by a committee of professional Participatory Management
nurses. 1. Decentralization and participatory management have
changed to role of Supervision Nurses.
SUPERVISION 2. They learn to delegate authority to Head Nurses, their
The word “supervision” comes from the word “supervide” which responsibility for unit management decreases.
means “to oversee or view directly.” 3. The climate of supervision changes.
4. The nurses are given increasing.
Supervision is providing guidelines for the accomplishment 5. The nurses are given increasing authority to manage
of a task or activity with initial direction and periodic themselves. Rather than direct the work force, the
inspection of the actual accomplishment of the task or Supervising Nurse assumes the role of mentor, role model
activity. and facilitator.
6. Some hospitals have changed the position of Supervising
It appraises not only the quantity and quality of work performed, Nurse into Clinical Coordinator or Clinical Managers.
but also the time within which the work is accomplished, the proper 7. In participatory management there are mutual trust and
and economic utilization of resources, support There is increased accountability of the Head
the amount of assistance needed by the worker, and the need for Nurse and of employees through self-supervision. High
staff development or continuing education programs. morale and team work result in increased effectiveness and
productivity and increased commitment and recognized of
The nurse who delegates is responsible for the acts of the contribution. Participation increases individual and
subordinate and may incur liability if found negligent in the organizational capacities to learn, adapt, and develop
process of delegating and supervising. This is under the doctrine of toward higher levels of excellence, Venson, (2016).
I respondeat superior which mean “let the superior answer for
the acts of the subordinate.”
8. There are some disadvantages of participatory
management. Among these are difficulty in changing the
Qualities of Good Supervision
perception of employees about the previous authoritarian
Good supervision requires
management, occasional failure, and difficulty in fixing
 Good technical, managerial and human relation skills;
responsibilities. Nurses can be more actively involved in
 Ability to communicate well in both spoken and written
participatory management through job enrichment,
language and ability tom listen;
involvement in critical decisions that affect them, and by
 Firmness with flexibility to adjust to the needs of the providing liberal training and opening of career
situation; opportunities, Venzon, (2016).
 Fairness in dealing with employees;
 Familiarity with hospital and nursing policies that affect Coordination unites personnel and services toward a common
patient care; objective. Synchronization of activities among the various services
 Good decision-making skills; and departments enhances collaborative efforts resulting inefficient,
 Willingness to grow and develop; smooth and harmonious flow of work.
 Ability to accept changes and consider them as challenges;
 Dignified and pleasing personality; Supervising Nurses and Head/ Senior services coordinate their work
 Ability to motivate employees and provide opportunities for with other departments services or units by conveying clearly define
continuing professional growth and development; and policies, standards operating procedures, policies, and guidelines
Advocacy for nurses and nursing. using the proper channels of communication.
Principles of Good Supervision Importance of Coordination
 Good supervision requires adequate planning and  Ensure unity of direction
organization which facilitate cooperation, coordination,  Create stronger workforce
and synchronization of services.  Enhance employee morale and provides satisfaction
 Good supervision gives autonomy to workers  Facilitates diverse and specialized activities
depending on their competency, personality, and  Promote effective patient care management for general
commitment. interest
 Good supervision stimulates the worker’s ambition to  Establish positive work environment
grow into effectiveness. Types of Coordination
 Good supervision creates an atmosphere of cordiality External-Coordination with the outside parties with whom the
and trust. organization has the business connections like government supplies,
 Good supervision considers the strengths and customers, etc.
weaknesses of employees. Internal-Coordination among the employees of the same department
 Good supervision strives to make the unit an effective or section.
learning situation. Horizontal-Coordination that takes place between different
departments.
Vertical-Coordination that exists between departments where the  Provide feedback
department heads are asked to coordinate the work of the  Stimulate new ideas
employees. Types of Communication
Coordination with Hospital Services  Verbal communication Involves spoken words
 C/ Medical Professional Services Examples:
 Nurses should know the Medical Staff in their respective  Individual conferences/ meeting
units, and their services and scheduled time of medical  Staff meetings
rounds.  Group conferences
 C/Administrative Service- pertains to both human and  Patient contact
material resources.
 Coordination with Laboratory ServiceRequest for laboratory Written communication Examples:
examinations are forwarded to the laboratory unit.  Memoranda or memos
 C/the Radiology Service -Request for x-ray examination  Directives are administrative orders
 C/ Pharmacy Service-Policies/ Dietary Service  Manuals of operationRecords and reports.
 C/Medical social Service Nurses C/ Medical Social Service by Non-verbal communication Examples:
referring patients with psycho-social problems.  Personal appearance
 Intonation of the voice
 C/ Medical Records Service-Nurses are responsible for the
 Facial expression
accurate documentation and completeness of the patient’s
 Posture and gait
charts, including their safety and confidentiality.
 Touch
 C w/ Community Agencies, other Institutions, and Civic
Lines of Communication-described as a two -way process, yet in
Organization Networking or linkages with community
an organization,is a four dimensional.
agencies, civic organizations, or other institutions are often
Downward communication- From superior to subordinate which may
necessary for continuity of patient care.
pass through various levels of management.
Upward communication-Emanates from subordinates and goes
Motivation
upward to superior.
 influenced by complex set of social, professional and economic
Horizontal communication-Horizontal or lateral communication flows
factor. Human beings are motivated by different goals,
between peers, personnel or departments on the same level.
ambitions, and aspirations. Health worker will be motivated and
Outward communication-Deals with information deals with
express job satisfaction if they feel that they are effective at
information that flows from the caregivers to the patients, their
their jobs and performing well.
families, relatives, visitors and the community.
 amount and quality of work accomplished by the manager Principles of Effective Communication
directly reflect their motivation and that of their subordinates.  Clear lines of communication serve as the linking process.
They teach and empower their workers and apply knowledge,  Simple, exact, and concise messages ensure understanding
skills and techniques of motivational theories to achieve of the message to be conveyed.
individual goals.  Feedback is essential to effective communication.
Importance of Motivation  Communication thrives best in a supportive environment
1. Put human resources into action- It is through motivation which encourages positive values among its personnel.
that the human resources can be utilized by making full use  A manger’s communication skill is vital to the attainment
of it. of the goal of the organization.
2. Improves level of efficiency of employees- For getting best of
his work performance, the gap between ability and willingness CONTROLLING- or evaluating is an ongoing function of
has to be filled which helps in improving the level of management which occurs during planning, organizing, and
performance of subordinates. This result into: directing activities. It includes assessing and regulating performance
 Increase productivity in accordance with the plans adopted, the instructions issued, and
 Reducing cost of operations and the principles established.
 Improving overall efficiency
 The controlling process opens opportunities for improvement
3. Leads to achievement of organizational goals:
and compares performance against set standards. It provides
1. There is best possible utilization of resources
information about how well processes and people function so
2. There is a co-operative work environment
they can be motivated to perform better in the future.
3. The employees are goal directed and they act in a purpose
 The means of good performance and management includes
manner
leadership and commitment, full employee involvement, good
4. Goals can be achieved if co-ordination and co-operation
planning, sound strategy implementation, measurement and
takes place simultaneously which can be effectively done
evaluation, control and improvement, and achievement and
through motivation.
sustenance of standards of excellence, Venzon, (2016).
4. Builds friendly relationship Motivation is an important factor
-
REASONS FOR CONDUCTING EVALUATION-Evaluation plays an
which brings employees satisfaction This could initiate the
important role in quality and productivity improvement for several
following things:
reasons.
1. Monetary and non-monetary incentives
1. It ensures that quality nursing care is provided.
2. Promotion opportunities for employees
2. It allows for the setting of sensible objectives and ensures
3. Disincentives for inefficient employees.
compliance with them.
5. Leads to stability of work force very important from the point
-
3. It provides standards for establishing comparisons.
of view of reputation and goodwill of a concern, DOH Manual,
4. It promotes visibility and means for employees to monitor
(2016).
their own performance.
5. If highlights problems related to quality care and determines
Communication is the transmission of information opinions, and
the areas that require priority attention.
intentions between among individuals.
6. It provides an indication of the costs of poor quality
-It facilitates work, increases motivation, effect change, optimizes
7. It justifies the use of resources.
patient care, increases workers satisfaction and facilitates
8. It provides feedback for improvement.
coordination.
Evaluation Principles-In order that employees may be evaluated
Importance of Communication
accurately and fairly, certain principle must be observed.
 Get the message across
1. Evaluation must be based on the behavioral standards of
 Facilitate information
performance which the position requires.
 Help in rapport building
2. performance, there should be enough time to observe
 Promote education
employee’s behavior.
 Allow greater understanding
 Promote cooperation in treatment and rehabilitation
 3. Employees should be given a copy of the job description, -The feeling of responsibility to render quality performance must be
performance standards, and evaluation form before the instilled in all employees for them to follow agreed upon written
scheduled evaluation conference. Areas needing procedures and use materials and equipment correctly as
improvement must be prioritized to help the worker upgrade instructed.
his/her performance. PERFORMANCE APPRAISAL-control process by which employee’s
4. Evaluating conference should be scheduled and conducted performance is evaluated against standards.
at a convenient time for rater and the employee under most valuable tool in controlling human resources,
convenient time for rater and the employee under Importance
evaluation, in pleasant surroundings, and with ample time
for discussion. 1. Determine salary standards and merit increases;
5. Evaluation report and conference should be perceived and 2. Select qualified individuals for promotion or
accepted as a means of improving job performance. transfer;
Characteristics of an Evaluation Tool-Evaluation tool should be: 3. Identify unsatisfactory employees for demotion or
Objective-that the evaluation tool is free form bias determination;
Reliable/ Reliability refers to the accuracy or precision of the toll 4. Make inventories of talents within the institution;
such that it will produce the same results if administered twice. 5. Determine training and developmental needs of
Valid-refers to the relevance of the measurement to the performance employees;
of the employee. 6. Improve the performance of work groups by
Sensitivity- instrument can measure fine lines of differences among examining improving, and correcting interrelationship between
the criteria being measured. members;
BASIC COMPONENTS OF THE CONTROL PROCESS 7. Improve communication between supervisors and
The control process may be divided into five basic components; employees and reach an understanding on the employees and reach
 Established of standards, objectives, and methods for am understanding on the objectives of the job;
measuring performance; 8. Establish standards or supervisory performance;
 Measurement of actual performance; 9. Discover the aspirations of employees and reconcile
 Comparison of results performance using standards and these with the goals of the institutions;
objectives and identifying strengths and areas for correction 10. Provide “employee recognition “for accomplishments;
and/or improvement; and
 Action to reinforce strengths or successes; and 11. Inform employees “where they stand.”
Implementation of corrective action as necessary.
Established of Standards for Measuring Performance-Standards Factors Contributing to an Effective Performance Appraisal
are desirable sets conditions and performance necessary to ensure System-controlling process is used to promote positive and
the quality of nursing care services which are acceptable to those favorable activity. Recognizing the common purposes for which the
instrumental to or responsible for setting and maintaining them. performance evaluation system has
There are three types of performance standards: been created, nurse managers have the responsibility to maintain a
1. Standards on structure are those that focus on the favorable climate that will lead to job satisfaction.
structure or management system used by the agency to Some factors contributing to a successful performance appraisal
deliver care. system are the following:
2. Process standards refer to decision and actions of the
nurse relative to the nursing process which are necessary 1. Compatibility between criteria for individual
to provide good nursing care. evaluation and organization goals. The elements of the
3. Outcome standards are designated to measure the results performance evaluation system should be agreed upon at
of care provided in terms of changes in the health status of each level of management, involvement of personnel at all
clients served; changes in the level of their knowledge, aspects of the evaluation process increases belief in its
skills, and attitudes; and satisfaction of those served fairness and accuracy, establishes a commitment to the
including the members of the nursing and health team, evaluation, and increase motivation to utilize the results
Venzon, (2016). for improvement.
Measuring Actual Performance- is an on-going, repetitive process 2. Direct application of the rated performance to
with the actual frequency on the type of activity being measured. performance standards and objectives expected of the
For example, nursing care to patients is continuously monitored, worker.
whereas, a formal performance appraisal may be done only twice a Predetermined toles for each member of the health team
year. and the set goals in terms of behavioral objectives and
Measurements may be scheduled in advance, may be done success criteria (e.g. job description and procedure
periodically but unannounced intervals, or may occur at random. manual) should be established.
The purpose of measurement should be clarified about the task and 3. Development of behavioral expectations which have been
levels of are that need attention. mutually agreed upon by both the rater and the worker.

Comparing Results of Performance with Standards and Participation in the formulation of goals motivates workers
Objectives to work towards their accomplishment.
Comparing the results of performance with standards and objectives 4. Understanding the process and effective
is one of the easiest steps in the control process. utilization of procedures by the rater. Training in the
Its performance matched standards and objectives, managers are appraisal process should be provided by the employer
assured that the needs of patients are met. However, if performance through in-service education.
is contrary to standards and objectives set, then necessary action 5. Rating of each individual by the immediate supervisor.
should be taken.
Reinforcing Strengths or Successes and Taking Corrective Appraisal is more accurate when data are familiar with the
Action as Necessary actual performance of the worker.
Positive feedback stimulates motivation consistent high 6. Concentration of the strength and weaknesses to
performance, and growth of the employee. Corrective actions are improve individual performance. Reinforcement of
applied to improve performance. strengths in performance encourages the worker to further
Responsibility of the Head / Senior Nurses improve..
Being at the first level of supervision, the Head or Senior Nurses 7. Encouragement feedback from the rated employees about
know best whether their staff nurses perform satisfactorily at work. their performance needs and interests.
Their influence has an impact on promoting quality care to patients.
-They have the responsibility to instruct subordinates regarding the
appropriate methods and procedures in providing nursing care.
 The immediate supervisor if better equipped to Anecdotal Recording-the nurse’s experience with a group or a
understand each worker. He / She does this person, or in validating technical skills and interpersonal
by observation, questioning, and listening relationship. Example:
8. Provision for initiating preventive and corrective action and Miss A was on her way to take her lunch. She passed by a patient
making adjustments to improve performance. who was reaching for her food tray but was having a hard time as
this was placed on her
The primary goal in the performance of all workers should left side. Her right hand had an intravenous line. Miss A
be to provide quality service to all clients. stopped, positioned the food tray comfortably and assisted
Methods of Measuring Performance-both formally or informally. the patient to eat although she herself was late for lunch.
Informal appraisal may consist of incidental observation of Miss A acted in a commendable manner.
performance while the worker is engaged in performing nursing care
of responses made by the worker during conferences.
Interaction of worker with client, their families, visitors, and co- The anecdotal records should include
workers should also be noted. Formal appraisal is accomplished  a description of the particular occasion,
regularly and methodically by collecting objective fact that can  delineation of the behavior noted including answer to the
demonstrate the difference between what is expected and what was questions who, what, why, when, where, and how, and
done.  the evaluators’ opinion or assessment of the incident or
These methods include: behavior.
 The descriptive notes are organized to get impressions of
Essay-The appraiser writers a paragraph or more about the worker’s the over-all behavior in a given period. Caution should
strengths, weakness, and potentials. It is also difficult to make therefore be taken against the tendency to note negative
comparisons because the essays touch on different aspect of a more often than positive behavior.
worker’s performance. It may also concentrate on those areas of DISCIPLINARY-Part of the controlling process in management is
performance for which the supervisor has strong feelings. discipline. Discipline meant rigid obedience to rules and regulations,
Checklists-compilation of all nursing performances expected of a the violation of which resulted in punitive actions.
worker. The appraiser’s task is to mark the appropriate column
whether the worker does or does not show the desired behavior. A Today, discipline is regarded as a constructive and effective means
quick glance at the completed form would reveal the over-all quality by which employees take personal responsibility for their own
of the nurse’s performance. performance and behavior. This is termed as self-discipline
Ranking-simple ranking, the evaluator ranks the employees Some factors that influence self-discipline are
according to how he/she fared with co-workers with respect to 1. A strong commitment to the vision, philosophy, goals,
certain aspects of performance or qualification. and objectives of the institution. Strong commitment
-For example, Nurse A may rank lowest in educational requirements result in cohesion and teamwork which in turn
for the next higher position among five candidates for promotion but encourage within the organization.
may rank first in clinical proficiency. Nurse B may rank first in 2. Laws that govern the practice of all professionals and
educational qualification but may rank third in clinical proficiency. their respective Codes of Conduct.
Rating Scale-includes a series of items representing the different  For all government employees, in Civil Service Rules and
tasks or activities in the nurse’s job description or the absence or Regulations as provided for in P.D. 807 and the Code of
presence of desired behaviors and the extent to which these are Conduct for Public Officials, R.A. 6713, are also to be
possessed. complied with.
Example: 3. Understanding the rules and regulations of the agency. All
a. On a scale of 1 to 5, indicate the degree of the nurse’s skill employees are oriented on the rules, regulations, and
in assessing the patient’s condition where each of the policies of the agency. An atmosphere of mutual trust and
corresponding possessed. confidence.
5 - Excellent 4. Pressure from peers and organization. Social pressures from
co-workers and the organization demand that workers
4 - Very Satisfactory perform their jobs to the beat of their abilities
Disciplinary Approaches-sound disciplinary program must be
3 - Moderately Satisfactory or Average tailored to the objectives of the institution. This should include
2 - Minimally Satisfactory a set of disciplinary policies and procedures, a uniform
application of disciplinary rules, a disciplinary committee, and
1 - Unsatisfactory an orientation program for all new employees where
expectations of appropriate performance and behavior are
b. A descriptive graphic rating scale may be used to describe emphasized.
punctuality in reporting for duty such as:
1 - Oftentimes late Successful implementation of disciplinary action is
characterized by promptness, fairness, impartiality, no
2 - Sometimes late punitiveness, advance warning, and follow – through.
3 - Always report on time
Effective supervision aids supervisors in analyzing the work
Forced-choice Comparison- method, the evaluator is asked to problems of their subordinates. Counseling becomes part of an
choose the statement that best describes the nurse being evaluated. oral warning session before resorting to a disciplinary action.
Disciplinary Action
The items are so grouped that the evaluator is forced to choose from Any employee charged for breach of the rules and regulations,
favorable as well as unfavorable statements and to counter thepolicies, and norms of conduct shall be given due process.
tendency towards leniency by some evaluators
Example:Select the statement that best describes the nurse being There must be existing rules of conduct governing his/her behavior
evaluated and the statement that least described him/her: and a documentation of actual violation of such rule must support
1 -Respect the ideas of orders charges.

2 -Limited communication ability The employee charge must be notified in writing about the violation
and given the right to counsel.
4 -Capable of enduring long hours of hard work
Disciplinary action should be progressive in nature such as
5 -Tends to be loner counseling and oral warning, written warning, suspension, and
dismissal.
Counseling and Oral Warning-best given in private and in an
informal atmosphere. The employee is given a fair chance to air
his/her side.
Written Warning-is the second step in disciplinary action. It is
preceded by an interview similar to the oral warning.
Suspension- over minor violation is given after an evidence of oral
and written warnings. Although a violation is a major infraction,
suspension, rather than dismissal is applied when management
feels that the employee can still be rehabilitated.

Accurate documentation of oral and written warnings including

suspension, if done, are necessary evidence of due process.
Dismissal-invoked only when all other disciplinary efforts have
failed. The Disciplinary Committee should be very sure that the
cause for dismissal conforms with the criteria of a major discipline
violation as contained in the policy manual, and for government
employees, those contained in the Civil Service Rules and
Regulations and the codes of conduct.

A review is usually done by higher management. In the case of

government employees, this is further reviewed by their respective
departments and final affirmation is done by the Civil Service
Commission.