Letter for Performance Improvement Plan - Simple
What is this form?
This form is a Letter for Performance Improvement Plan, designed to assist supervisors in initiating discussions with employees about improving their performance. Unlike other performance-related documents, this letter is straightforward and focuses specifically on addressing performance issues while providing a structured plan for improvement.
Form components explained
- Return address: Includes the supervisor's contact information.
- Date: The date the letter is issued.
- Employee details: Name and company information of the employee.
- Subject line: Clearly states the purpose of the letter.
- Personalized greeting: Addresses the employee directly.
- Performance appraisal reference: Mentions the need for a follow-up based on performance evaluation.
- Performance improvement plan: An attached document outlining the specific areas of improvement.
- Closing: Encourages contact for questions and expresses intention to meet.
Common use cases
This form should be used when a supervisor needs to communicate with an employee about performance issues that require improvement. It is particularly useful after conducting a performance appraisal that indicates areas where the employee can enhance their skills or productivity. This letter helps establish a formal dialogue and offers a roadmap for the employee's development.
Intended users of this form
This form is intended for:
- Supervisors or managers who oversee employees and want to improve their performance.
- HR professionals involved in employee development and performance management.
- Any organizational leader who needs to formalize communication regarding performance improvement.
How to prepare this document
- Identify the return address to clearly indicate who is sending the letter.
- Enter the date to provide a record of when the communication is sent.
- Fill in the employee's details, including their name and company information.
- Personalize the greeting by inserting the employee's name.
- Reference the performance appraisal to set the context for the conversation.
- Attach the performance improvement plan for the employee to review.
- Sign off with your title and express your willingness to assist with questions.
Does this form need to be notarized?
In most cases, this form does not require notarization. However, some jurisdictions or signing circumstances might. US Legal Forms offers online notarization powered by Notarize, accessible 24/7 for a quick, remote process.
Common mistakes to avoid
- Failing to personalize the letter with the employee's name.
- Not including a clear subject line.
- Omitting the necessary details from the performance improvement plan.
- Not establishing a follow-up meeting or discussion date.
- Using vague language that does not specify performance issues.
Why complete this form online
- Convenience: Easily download and fill out the form at any time.
- Editability: Customize the letter to fit specific employee situations.
- Access to legal guidance: Forms are drafted by licensed attorneys, ensuring compliance.
Key takeaways:
- The Letter for Performance Improvement Plan - Simple is designed to document and address employee performance issues.
- Clear communication and formal documentation are essential in performance management.
- Supervisors can effectively initiate a performance improvement process with this simple letter template.
- Compliance with local labor laws should be considered when using the form.
Form popularity
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.
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.
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
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.
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.
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.
Step 1: Identify if a PIP is needed. Step 2: Focus on behaviors. Step 3: Provide proof with specific examples. Step 4: List your expectations. Step 5: Offer resources. Step 6: Create a timeline. Step 7: Sign off on it.
Achievements. Productivity. Communication skills. Teamwork. Creativity and Innovation. Flexibility and Problem-solving.
