Performance Improvement Plan Follow Up
What is this form?
The Performance Improvement Plan Follow Up is a document designed to assist supervisors and employees in tracking progress following the implementation of a performance improvement plan (PIP). This form enables regular check-ins to evaluate an employee's development and ensure accountability in achieving set goals. Unlike other performance review forms, this one emphasizes ongoing dialogue and documentation of progress over a specified period.
Key components of this form
- Meeting schedule: Space to outline the frequency of follow-up meetings, such as weekly, biweekly, or monthly.
- Progress documentation: Sections for both the employee and supervisor to record updates on objectives.
- Goals and objectives: A summary of the employeeâs performance goals as defined in the initial PIP.
- Feedback section: An area for both parties to provide comments and suggestions for improvement.
- Results assessment: A place to evaluate whether the performance goals have been met over the evaluation period.
When to use this form
This form should be used when an employee is placed on a performance improvement plan. It facilitates scheduled follow-up meetings to review the employee's progress towards the objectives set forth in the PIP. Regular discussions documented in this form help to keep both the employee and supervisor accountable and aware of any necessary adjustments needed to meet the performance expectations.
Who can use this document
- Supervisors or managers overseeing employees on a performance improvement plan.
- Human resources professionals involved in employee development and performance evaluation.
- Employees who need structured support and feedback to enhance their job performance.
- Organizations aiming to establish a clear communication framework regarding employee performance issues.
How to prepare this document
- Determine the meeting schedule: Agree on how often you will meet (weekly, biweekly, or monthly).
- Outline performance goals: Clearly define the objectives that need to be accomplished during the evaluation period.
- Document progress: After each meeting, use the form to note updates and feedback on the employeeâs progress.
- Assess results: At the end of the follow-up period, review the goals to see if they have been met and document outcomes.
- Provide constructive feedback: Include any observations or recommendations to help the employee improve further.
Notarization requirements for this form
Notarization is not commonly needed for this form. However, certain documents or local rules may make it necessary. Our notarization service, powered by Notarize, allows you to finalize it securely online anytime, day or night.
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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.
Avoid these common issues
- Failing to schedule follow-up meetings consistently, which may lead to a lack of accountability.
- Not documenting discussions adequately, making it difficult to track progress or changes.
- Setting vague performance goals without clear criteria for success.
- Neglecting to provide timely feedback after each meeting.
Benefits of completing this form online
- Convenience of downloading and printing the form as needed.
- Editable fields enable tailored communication based on individual performance plans.
- Access anytime, allowing for updates and reviews at the user's convenience.
- Secure storage of documents once completed for future reference during evaluations.
Main things to remember
- The Performance Improvement Plan Follow Up is essential for tracking an employeeâs progress on performance goals.
- Regular meetings provide a structured framework for performance discussions.
- Documentation of meetings helps maintain clear expectations and accountability.
- This form is suitable for both supervisors and employees looking to improve workplace performance.
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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.
