Employee Performance Improvement Plan ( ADMIN )

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.

• Identify Performance Issues

  Review employee performance metrics and feedback to identify specific areas where performance does not meet expectations.

• Schedule a Meeting with the Employee

  Arrange a private meeting with the employee to discuss the identified performance issues and gather their perspective.

• Document the Discussion

  Take detailed notes during the meeting, documenting the employee's input, the performance issues discussed, and any immediate feedback given.

• Set Clear Performance Goals

  Work collaboratively with the employee to set measurable performance goals that they need to achieve within the PIP timeframe.

• Establish Support Resources

  Identify and provide resources or training that can help the employee improve their performance, such as mentoring or workshops.

• Define the Duration of the PIP

  Clearly outline the timeline for the PIP, including review dates and the overall duration (typically 30-90 days).

• Draft the PIP Document

  Create a formal Performance Improvement Plan document that includes all discussions, goals, timelines, and support mechanisms.

• Schedule Follow-Up Meetings

  Plan regular check-ins throughout the PIP duration to monitor progress, provide feedback, and make adjustments if necessary.

• Conduct the Final Review

  At the end of the PIP duration, meet with the employee to evaluate their progress against the goals set in the PIP.

• Document Outcomes

  Record the outcomes of the final review, including whether the employee successfully met the goals, and outline any next steps.