Fundamentally, a PIP is a structured communication tool designed to facilitate constructive discussion between the employee and the supervisor. (See plan form.) An effective PIP will:
- Specifically identify the performance to be improved or the behavior to be corrected.
- Provide clear expectations and metrics about the work to be performed or behavior that must change.
- Identify the support and resources available to help the employee make the required improvements.
- Establish a plan for reviewing the employee's progress and providing feedback to the employee for the duration of the PIP.
- Specify possible consequences if performance standards as identified in the PIP are not met.
- To correct workplace behaviors affecting performance, productivity or staff relationships.
- On the heels of an unsatisfactory annual review.
- To provide employees an opportunity to correct a situation rather than implementing a more serious step in the disciplinary process.
Employee relations staff are available to consult with and provide technical assistance to supervisors needing more information on this tool. Also check out the Training and Development pages for information about classes offered during the year on performance improvement plans.
See key issues.
See plan form.