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Performance Improvement Plan (PIP)
Confidential TO: FROM: DATE: RE: Performance Improvement Plan (PIP) The purpose of this Performance Improvement Plan (PIP) is to define serious areas of concern, gaps in your work performance, reiterate DEPARTMENT expectations, and allow you the opportunity to demonstrate improvement and commitment. Areas of Concern: Observations, Previous Discussions or Counseling: Step 1: Improvement Goals: These are the goals related to areas of concern to be improved and addressed:
. Step 2: Activity Goals: Listed below are activities that will help you reach each goal: Goal # Activity How to Accomplish Start Date Projected Completion Date Step 3: Resources: Listed below are resources available to you to complete your Improvement activities.
Step 4 : Expectations: The following performance standards must be accomplished to demonstrate progress towards achievement of each Improvement goal:
Step 5 Progress Checkpoints: The following schedule will be used to evaluate your progress in meeting your Improvement activities. Goal # Activity Checkpoint Date Type of Follow-up (memo/call/meeting) Progress Expected Notes Follow-up Updates : You will receive feedback on your progress according to the following schedule: Date Scheduled Activity Conducted By Completion Date 30 - day Update Memo 60 - day Update Memo 60 - day Status Memo Timeline for Improvement, Consequences & Expectations: Effective immediately, you are placed on a 90 - day PIP. During this time you will be expected to make regular progress on the plan outlined above. Failure to meet or exceed these expectations, or any display of gross misconduct will result in further disciplinary action, up to and including termination. In addition, if there is no significant improvement to indicate that the expectations and goals will be met within the timeline indicated in this PIP, your employment may be terminated prior to 90 days. Furthermore, failure to maintain performance expectations after the completion of the PIP may result in additional disciplinary action up to and including termination. The PIP does not alter the employment-at-will relationship. Additionally, the contents of this PIP are to remain confidential. Should you have questions or concerns regarding the content, you will be expected to follow up directly with me. We will meet again on as noted above to discuss your Performance Improvement Plan. Please schedule accordingly.
