Performance Improvement Plan

2537 Words Dec 8th, 2012 11 Pages
How to Guide
How to Establish a Performance Improvement Plan

A Performance Improvement Plan (PIP), also known as a Performance Action Plan, is a great way to give struggling employees the opportunity to succeed while still holding them accountable for past performance. It is not always clear why an employee has poor performance. Did he or she not receive appropriate training? Does he or she not understand the expectations of the job? Are there unforeseen roadblocks in the way? Until you really allow for open dialogue and consistent feedback, you may not have provided an employee the opportunity to be successful.

Step 1: Getting started

The first step in the Performance Improvement Plan process is for the supervisor to document
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* If the employer determines in retrospect that the objectives were too hard or not completely within the employee’s control, the employer may decide to either extend the PIP or end the PIP due to the progress that was observed. * If the employer determines the employee just isn’t a good fit or isn’t really trying to improve even after all this effort, then the employer should terminate employment.

When the employee has responded positively by meeting the objectives, the employer should formally close the PIP and allow the employee to continue employment. This should be a positive occasion for the employee, but be sure the employee understands that continued good performance is expected. Two scenarios below provide examples of PIP closure situations.

Example 1

Scenario: An employee has perpetual problems with attendance.

Actions: 1. Documentation of problem or concern: A pattern of calling in sick on Fridays and Mondays has been observed. Employee has exhausted all available PTO. The employee had five unexcused absences and has been tardy for his shift nine times in the last month. Attached is a list of attendance issues over the past two months by day of the week and hours missed. Employee has received two prior attendance warnings.

2. Action plan, SMART objectives and consequences: Employee will arrive at work prior to the start of each work shift and clock in on

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