Employee Performance Improvement Plan Process ( ADMIN )

This checklist outlines the steps to establish an Employee Performance Improvement Plan (PIP) for employees who are not meeting performance expectations. It ensures that the process is consistent, fair, and well-documented to support employee development.

• Identify Performance Issues

  Review employee's performance data and feedback to identify specific areas where performance is lacking.

• Schedule a Meeting with Employee

  Arrange a private meeting with the employee to discuss the performance issues identified.

• Discuss Performance Expectations

  Clearly communicate the performance expectations and standards that the employee is expected to meet.

• Develop a PIP Document

  Create a formal Performance Improvement Plan document that outlines expectations, goals, and timelines for improvement.

• Set Measurable Goals

  Define specific, measurable, achievable, relevant, and time-bound (SMART) goals that the employee should work towards.

• Provide Resources and Support

  Identify any training or support the employee may need to help them achieve the set goals.

• Establish Follow-Up Meetings

  Schedule regular follow-up meetings to discuss progress and provide ongoing feedback to the employee.

• Review Progress at the End of PIP Timeline

  Assess the employee’s performance at the end of the PIP timeline to determine if improvement has been achieved.

• Document Outcomes

  Record the outcomes of the PIP process, including any decisions made regarding the employee's employment status.