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Is PIP appropriate?
- PIP should be used when there is a commitment to help the employee improve, not as a start to the termination process.
- Create a list of the performance deficiencies, dates, detailed explanations, previous guidance given to the employee.
- Review the most recent performance appraisal to see if the issue is new or ongoing.
- Could the issues be “fixed” through a formal improvement plan?
- Problems with sales goals, quality ratings, quantity objectives, and similar issues may be well-suited to a structured plan that helps identify why the deficiencies occur.
- Has the employee received the proper training to succeed at his/her tasks?
Develop a Draft
- Compare the job expectations to the actual performance and measure the outfall.
- Set S.M.A.R.T. Goals. PIPs usually last 30, 60, or 90 days, depending on the agreed performance improvement period.
- During this 90-day performance evaluation, expect perfect performance attendance.
- Clearly stated consequences for not meeting the objectives of the plan. Options may include demotion, transfer to a different position, or termination.
- Guidance and assistance regarding additional resources to be agreed upon.
- Management should review the plan.
- Is the performance issue stated, substantive?
- Are the objectives fair and the time frames reasonable?
- Introduce the employee to the process and the plan and give the employee an opportunity to become involved.
- After disclosure and agreement on the plan, the final plan should be signed by both manager and the employee.
- If the employee fails to commit to the PIP alternatives, demotion, transfer, etc. should be discussed and considered.
- Progress should be measured and regular follow-up and feedback discussions to be documented.
- Recognize and reward progress.
- When the employee meets targets and goals set the employer has to acknowledge the achievements.
- Recognize and reward and continue with normal job function.
- If an employee is unable to improve or if his or her performance worsens.
- Transfer, retrenchment, demotion, a second PIP potentially should be discussed.