Create innovative programs to stimulate intellectual and economic growth

Create innovative programs to stimulate intellectual and economic growth

The Performance Improvement Plan (PIP) is designed to facilitate constructive discussion between a staff member and his or her supervisor and to clarify the exact work performance requiring improvement.

It is implemented, at the discretion of the manager, when it becomes necessary to help a staff member improve his or her performance. The manager, with input from the affected employee, develops an improvement plan; the purpose of the goals outlined is to help the employee to attain the desired level of performance.

The PIP differs from the Performance Development Planning (PDP) process in the amount and quantity of the detail. Assuming an employee is already participating in the company-wide PDP process, the format and the expectation of the PIP should enable the manager and staff member to communicate with a higher degree of clarity about specific expectations.

In general, people who are performing their jobs effectively and meeting the expectations of the PDP process, will not need to participate in a PIP. It is the rare, under-performing employee, the one whose performance the manager believes can improve with assistance, who is the typical participant in the PIP.

In all cases, it is recommended that the manager’s manager and the Human Resources department review the plan. This will ensure that employees experience consistent, fair treatment across the departments and across the company.

The manager monitors and provides feedback to the employee regarding his or her performance on the PIP and may take additional disciplinary action, if warranted, through the organization’s Progressive Discipline Process, if necessary.

The supervisor should review the following six items with the employee when using the document.