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.
Review employee's performance data and feedback to identify specific areas where performance is lacking.
Arrange a private meeting with the employee to discuss the performance issues identified.
Clearly communicate the performance expectations and standards that the employee is expected to meet.
Create a formal Performance Improvement Plan document that outlines expectations, goals, and timelines for improvement.
Define specific, measurable, achievable, relevant, and time-bound (SMART) goals that the employee should work towards.
Identify any training or support the employee may need to help them achieve the set goals.
Schedule regular follow-up meetings to discuss progress and provide ongoing feedback to the employee.
Assess the employee’s performance at the end of the PIP timeline to determine if improvement has been achieved.
Record the outcomes of the PIP process, including any decisions made regarding the employee's employment status.