Performance Improvement Plan Follow Up
The Performance Improvement Plan Follow Up is a structured document designed to guide supervisors and employees in tracking progress on performance issues addressed in an initial performance improvement plan (PIP). This form is essential for creating regular check-ins, documenting progress, and ensuring that both parties remain aligned on goals. Unlike informal performance reviews, this follow up enhances accountability and provides a clear framework for improvement.
- Regular meeting schedule: Details the frequency of follow-up meetings, which can be weekly, biweekly, or monthly.
- Performance objectives: Outlines specific goals that the employee needs to work on, as established in the initial PIP.
- Progress documentation: Provides space to record updates on the employee's performance and any relevant feedback from the supervisor.
- Future action plans: Suggests next steps if performance targets are not met by the time of the follow up.
- Signatures: Section for both supervisor and employee signatures to confirm participation in the follow-up process.
This form should be utilized in situations where an employee is placed on a performance improvement plan. Regular follow-up meetings are necessary to assess progress, address challenges, and adapt objectives as needed. It is beneficial when there are clear measurable targets and accountability is required to ensure the employeeâs success.
This form is intended for:
- Supervisors managing employee performance issues.
- Human resource professionals involved in employee development and performance reviews.
- Employees placed on performance improvement plans who need structured feedback.
To effectively complete the Performance Improvement Plan Follow Up, follow these steps:
- Identify the parties involved, including the employee and the supervisor.
- Specify the frequency of the follow-up meetings and any relevant dates.
- Outline the specific performance objectives being measured.
- Document progress discussions during each follow-up meeting.
- Collect signatures from both the employee and the supervisor for accountability.
Notarization requirements for this form
This form does not typically require notarization to be legally valid. However, some jurisdictions or document types may still require it. US Legal Forms provides secure online notarization powered by Notarize, available 24/7 for added convenience.
Get your form ready online
Our built-in tools help you complete, sign, share, and store your documents in one place.
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.
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.
- Failing to schedule follow-up meetings consistently.
- Not documenting discussions and feedback during meetings.
- Setting vague or unclear performance objectives.
- Neglecting to revise objectives based on the employee's progress.
- Forgetting to collect signatures for confirmation of participation.
- Convenience of online access allows for easy downloads and editing.
- Reliability of forms drafted by licensed attorneys ensures legal compliance.
- Editability to customize the form according to specific organizational needs.
- Helps maintain structured accountability throughout the performance improvement process.
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.
Looking for another form?
Form popularity
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.
