Performance Improvement Plan Follow Up
What this document covers
The Performance Improvement Plan Follow Up form is a structured document designed to facilitate ongoing evaluation and support for an employee who is working toward meeting performance goals. This form outlines scheduled follow-up meetings between a supervisor and employee to monitor progress and provide necessary guidance, distinguishing itself from other performance evaluation forms by focusing specifically on improvement and goal achievement.
Form components explained
- Schedule for regular follow-up meetings (weekly, biweekly, or monthly).
- Documentation of progress towards specific performance objectives.
- Notes and feedback from each follow-up meeting.
- Responsibilities of both the employee and the supervisor during the performance improvement process.
When this form is needed
This form should be utilized when an employee is placed on a performance improvement plan (PIP) due to insufficient performance or quality of work. It is ideal for situations where ongoing feedback and a structured follow-up process are necessary to help the employee meet their performance goals effectively.
Who needs this form
- Supervisors and managers overseeing employee performance.
- Human resources professionals involved in employee development.
- Employees who are part of a performance improvement plan.
Steps to complete this form
- Identify the employee and supervisor involved in the improvement plan.
- Schedule regular follow-up meetings and document the agreed frequency.
- Outline specific performance objectives that the employee needs to meet.
- Record notes and feedback during each follow-up meeting.
- Ensure both parties sign and date the form after each meeting to confirm the discussed points.
Notarization requirements for this form
This form usually doesn’t need to be notarized. However, local laws or specific transactions may require it. Our online notarization service, powered by Notarize, lets you complete it remotely through a secure video session, available 24/7.
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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
- Neglecting to schedule follow-up meetings consistently.
- Failing to document discussions and feedback during meetings.
- Not involving the employee in the setting of performance objectives.
- Using vague language instead of clear performance metrics.
Why use this form online
- Convenient access and easy downloads for immediate use.
- Editability allows for customization to meet specific organizational needs.
- Reliability comes from using professionally drafted templates by licensed attorneys.
Legal use & context
- This form helps establish a formal process for improving employee performance.
- It creates a documentation trail that can be vital for performance reviews or disciplinary actions.
Summary of main points
- The Performance Improvement Plan Follow Up is crucial for monitoring employee growth.
- Regular follow-ups enhance accountability and support employee development.
- Ensure clear objectives and feedback are a part of the process for successful outcomes.
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FAQ
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.
State the exact performance that must be improved; be specific and cite examples. State the level of the work performance expectation and that it must be performed on a consistent basis. Identify and specify the support and resources that you will provide to assist the employee to succeed.
Don't let too much time pass after the training. Get your employees involved. Allow your employees to be creative with their own ways to reinforce the training and new skills they learned. Assign periodic assignments on different topics from the training. Assign a "mentee" to each employee who attended the training.
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
Share your notes. After the performance review meeting is over, share your notes with the employee. Track individual goals and how they impact team performance. Keep the conversation going. Be approachable. Check in with other team members.
Successful PIP Conclusion A successful outcome occurs when the employee raises her performance rating, meets all the requirements of the PIP and her job performance is back on track. In this case, a successful outcome means continued employment and, possibly, a salary increase.
Decide if it's worth the battle. When you're put on a performance improvement plan, put emotions aside and decide whether you want to keep the job. Double your time commitment. Be willing to put in the time during your performance improvement plan. Ask for help. Have a good attitude. Burn 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.
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.
