This checklist serves to guide supervisors and HR personnel through the process of creating and implementing an Employee Performance Improvement Plan (PIP) for employees who are not meeting performance expectations. It ensures that all necessary steps are taken to provide support and document the process appropriately.
Review employee performance metrics and feedback to identify specific areas where performance does not meet expectations.
Arrange a private meeting with the employee to discuss the identified performance issues and gather their perspective.
Take detailed notes during the meeting, documenting the employee's input, the performance issues discussed, and any immediate feedback given.
Work collaboratively with the employee to set measurable performance goals that they need to achieve within the PIP timeframe.
Identify and provide resources or training that can help the employee improve their performance, such as mentoring or workshops.
Clearly outline the timeline for the PIP, including review dates and the overall duration (typically 30-90 days).
Create a formal Performance Improvement Plan document that includes all discussions, goals, timelines, and support mechanisms.
Plan regular check-ins throughout the PIP duration to monitor progress, provide feedback, and make adjustments if necessary.
At the end of the PIP duration, meet with the employee to evaluate their progress against the goals set in the PIP.
Record the outcomes of the final review, including whether the employee successfully met the goals, and outline any next steps.