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FRISK stand for Fact, Rules, Impact, Suggestion, and Knowledge.

FRISK is used to
assist employees who are performing below district standards by providing effective
feedback, coaching, and establishing goals to improve performance. FRISK is meant to
be a positive intervention used to assist underperforming employees. When
implementing FRISK, employers must record and document employee performance
through observations. Employers must also collect documentation such as memos,
emails, written warnings, written reprimands, formal evaluations, and disciplinary
notices that demonstrate the employee’s performance.

Each letter in FRISK represents a step taken in addressing employee performance.

“Facts” are used to describe employee performances that are below district standards.
When FRISK is being implemented it is important to use fact statements. Fact
statements are used to describe current employee performances and used to notify
employees of standards not being met. Employers also use facts to investigate
complaints, interview witnesses, and answer Who, What, When, Where, Why, and How
when investigating incidences at work. Facts are also used to review school policies
and standards.

Rules signify the rules and policies that employees must follow. Rules are used to hold
employees accountable and employers use rules to enforce standards. Rules are also
used to let low performing employees know which distinct rules and policies are

Impact describes how a low performing employee’s performance affect others. Impact
“connect the employee’s performance to the job, highlight the seriousness of the
employee’s conduct, motivate the employee to change behavior, provide context to
minor infractions” (Adelson, 2014, p. 45). Impact relies on facts and violations to rules
that have been documented and collected to demonstrate how the employee’s
performance affects students, teachers, and other staff members.

After the impact is described, Suggestions and Directions are given to employee to
improve their performance. “Suggestions are ideas for change” and “Directions are
mandates for change” (Adelson, 2014, p. 57). There are also timelines and guidelines
on when improvements need to occur by. If the employee decides not to comply with
the suggestions or improve by the timelines given, employers will inform employees of
possible consequences.

The last component of FRISK is knowledge. Knowledge ensures that the employee
understands and knows their rights. Some important aspects of Knowledge include
“Validate the employee was made aware of his/her personal file rights. Substantiate the
district complies with requires personnel file rules. Limit challenges on the admissibility
of a document at disciplinary hearings based on noncompliance with personnel file
procedures” (Adelson, 2014, p. 71). While FRISK may be seen as a negative
intervention, it is important to remember that FRISK should be used to improve
employee performance to ensure a quality learning environment for students and