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Use this form to plan specific steps for an employee to take in order to improve his or her performance. This form should be used at any time an employee's ...
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Employee Name: Site:
Position: Today’s Date:
Targeted Improvement Date:
Start Finish
Use this form to plan specific steps for an employee to take in order to improve his or her performance. This form should be used at any time an employee’s performance requires improvement. Completion of this form is required for any employee whose overall performance has been evaluated as “Needs Development” or “Unsatisfactory”. At the discretion of management, this form can also be utilized to address any ‘area’ of performance that is “Needs Development” or “Unsatisfactory”. Once the plan is established, the supervisor will provide on-going and constructive feedback regarding performance. Note : It is recommended that you limit performance improvement to 2-3 items.
Step 1 – Part A
Policy or Expectation Not Being Successfully Fulfilled
Step 1 – Part B
Performance Item(s) Describe the performance, skill or behavior that must be improved to meet established expectation (be specific and cite examples).
Step 2 – Part A
Action Plan – Provided by Supervisor Supervisor lists specific actions that the employee will need to take to correct performance as well as available resources and support the supervisor will provide. Step 2 – Part B
Action Plan – Provided by Employee Employee is to articulate an understanding in their own words of action they must take based upon the action plan provided by the supervisor. Step 3 – Check-ins/Follow-up Supervisor sets dates for follow-up and discussion. Employee agrees to specific dates for follow-up and discussion.
Step 1 – Part A
Policy or Expectation Not Being Successfully Fulfilled
Step 1 – Part B
Performance Item(s) Describe the performance, skill or behavior that must be improved to meet established expectation (be specific and cite examples).
Step 2 – Part A
Action Plan – Provided by Supervisor Supervisor lists specific actions that the employee will need to take to correct performance as well as available resources and support the supervisor will provide. Step 2 – Part B
Action Plan – Provided by Employee Employee is to articulate an understanding in their own words of action they must take based upon the action plan provided by the supervisor. Step 3 – Check-ins/Follow-up Supervisor sets dates for follow-up and discussion. Employee agrees to specific dates for follow-up and discussion.
Please note: You are required to make immediate, significant and sustained improvement both during and after the period of PIP. As set forth in the Handbook, your employment is “At-Will,” which means that both you and the Employer have the right to terminate your employment at any time, with or without advance notice and with or without cause. This PIP should not be construed as creating a contract for any length of time or for the entire PIP period. Further, successful completion of the PIP does not guarantee your employment for any specified period of time thereafter. This PIP will remain active on file for a period of 12 months. Failure to provide a successful completion of the PIP will merit Formal Discipline up to and including termination.
GO TO NEXT PAGE TO DOCUMENT THE DETAILED ACTION PLAN AND PROGRESS DURING CHECK-IN MEETINGS