Performance Improvement Plan
Overview of this form
The Performance Improvement Plan (PIP) is a formal document used to identify and address specific areas where an employee's performance needs enhancement. It serves as a structured communication tool between a supervisor and an employee, focusing on constructive feedback and the steps required for improvement. Unlike informal discussions or regular performance reviews, a PIP outlines measurable objectives and provides a clear timeline for evaluation.
Form components explained
- Employee identification: Details about the employee, including their role and supervisor.
- Performance issues: Specific areas where performance falls short, including examples.
- Goals and expectations: Clear objectives that the employee must meet within the specified timeframe.
- Support and resources: Description of the support available to help the employee improve.
- Review schedule: Timeline for follow-up meetings to assess progress.
When this form is needed
A Performance Improvement Plan is used when an employee's performance is below expectations and requires a formal approach to remediation. This may occur after regular performance evaluations indicate deficiencies or when specific situations arise, such as failing to meet project deadlines or quality standards. Implementing a PIP encourages open dialogue and provides a structured framework for improvement.
Who can use this document
- Supervisors managing employees who are not meeting job expectations.
- Human resources professionals looking to standardize performance improvement procedures.
- Managers implementing corrective measures for employee development.
- Organizations aiming to maintain compliance with performance management policies.
How to prepare this document
- Identify the employee's name and position, as well as the supervisor's name.
- Clearly outline the performance issues, providing specific examples and context.
- Set measurable goals that the employee must achieve within the designated timeframe.
- Include available resources and support systems to facilitate the employee's improvement.
- Establish a schedule for follow-up meetings to review the employee's progress.
Is notarization required?
Notarization is generally not required for this form. However, certain states or situations might demand it. You can complete notarization online through US Legal Forms, powered by Notarize, using a verified video call available anytime.
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Make edits, fill in missing information, and update formatting in US Legal Forms—just like you would in MS Word.
Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
Sign and collect signatures with our SignNow integration. Send to multiple recipients, set reminders, and more. Go Premium to unlock E-Sign.
If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
We protect your documents and personal data by following strict security and privacy standards.
Mistakes to watch out for
- Being vague about performance issues, leading to confusion.
- Not involving the employee in the goal-setting process.
- Failing to provide sufficient resources or support for improvement.
Benefits of completing this form online
- Easy to customize and edit according to individual employee needs.
- Accessible anytime, allowing for efficient communication between supervisors and employees.
- Ensures a secure and documented process that maintains organizational standards.
Legal use & context
- A PIP can serve as documentation of an employer's efforts to assist the employee.
- Maintaining a written performance improvement plan can help with potential disputes regarding employment actions.
- It is important to follow company policies and procedures to ensure fairness and legality.
Main things to remember
- A Performance Improvement Plan outlines specific performance issues and goals.
- This form promotes constructive dialogue between supervisors and employees.
- Using a PIP can improve employee performance and reduce turnover.
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FAQ
A performance improvement plan (PIP), also known as a performance action plan, is a tool to give an employee with performance deficiencies the opportunity to succeed. It may be used to address failures to meet specific job goals or to ameliorate behavior-related concerns.
Be Punctual at Work, Meetings, and Events.Maintain a Healthy Diet and Exercise Regularly.Take Initiative.Improve Your Work Quality.Request (and Utilize) Feedback.Develop Job Knowledge and Skills.Support and Advance Your Organization's Vision, Mission, and Values.15 Performance Goals For Delivering Uncommon Results At Work\nwww.lifehack.org > performance-goals
Specific and measurable objectives that are achievable, relevant and time-bound (otherwise known as SMART goals). PIPs usually last 30, 60 or 90 days, depending on how long it would reasonably take to improve the specific issue.
Identify the performance/behavior that needs improving. Provide specific examples for reasoning. Outline expected standard. Identify training and support. Schedule check-ins and review points. Sign and acknowledge.
1Step 1: Identify if a PIP is needed.2Step 2: Focus on behaviors.3Step 3: Provide proof with specific examples.4Step 4: List your expectations.5Step 5: Offer resources.6Step 6: Create a timeline.7Step 7: Sign off on it.
Achievements. Productivity. Communication skills. Teamwork. Creativity and Innovation. Flexibility and Problem-solving.
Identify performance or behavioral issues that need improvement. Explain the level of performance and behavior expected. Supply helpful suggestions for employee improvement. Schedule progress meetings with the employee. Outline consequences for not meeting standards.
A performance improvement plan is a formal document stating any recurring performance issues along with goals that an employee needs to achieve in order to regain good standing at the company (usually with a specific timeline to complete the plan).
Specific and measurable objectives that are achievable, relevant and time-bound (otherwise known as SMART goals). PIPs usually last 30, 60 or 90 days, depending on how long it would reasonably take to improve the specific issue.
