The educational process of counseling involves the counsellor providing information to employee about the nature of the problem, prevalence, likely causes, and ways in which the problem can be prevented.

Through this process is where the counselor helps the employee by identifying the problem and tell the employee how to get help with "any personal problems that may affect your job performance." But, the counsellors do keep in mind that they have to be careful about making assumptions or asking questions about their personal problems.

The employee is then assisted to come up with a plan to prevent the occurring issues at hand. This is then done through the (FOSA) action plan. FOSA stands for facts, Objectives, Solutions and Actions. In the facts process this is where by the counselor gives a factual account of the employees performance and behavior. Objectives is where by the counselor specifically explains how the employees behavior will need to improve and specify a time frame.this is where if the needed requirements are not met then the terms and contract of the employee are revised again.
Solution is where the counselor documents how the employee plans to solve the problem. This is usually through the help of the counselor that the result of a clout ion comes to play. Lastly, action is the last procedure of the four, this is when the counselor identifies and describes the consequences for not achieving the objectives.
This is now where performance or misconduct comes to play. This is If, after discussion, the supervisor still concludes that formal disciplinary action is appropriate, a written notice is provided to the employee. This step formalizes the discussion between a supervisor and a staff member about a behavior that is inconsistent with the organization, it's department or expectations. As a final step before discharge, the supervisor has the