This checklist outlines the steps necessary for creating and implementing an Employee Performance Improvement Plan (PIP) to address areas where an employee may not be meeting performance expectations, ensuring clear communication and support for the employee’s development.
Review the employee's performance metrics and feedback to clearly identify areas where performance is lacking.
Collect relevant documentation regarding the employee’s performance, including previous reviews, feedback from peers, and any disciplinary records.
Set up a private meeting with the employee to discuss performance concerns and the need for a PIP.
Explain the purpose of the PIP and what it entails, ensuring the employee understands the expectations and timeline.
Work with the employee to establish clear, measurable goals that need to be achieved during the PIP period.
Outline the resources and support that will be provided to the employee, such as training opportunities or mentorship.
Set specific dates for follow-up meetings to review progress and provide ongoing feedback.
Create a formal document outlining the PIP details, including goals, timelines, and support resources, and have both parties sign it.
Regularly check in with the employee to monitor their progress towards the established goals and provide feedback.
At the end of the PIP period, evaluate whether the employee has met the goals and decide on next steps, which may include continued employment, extension of the PIP, or other actions.