Managing Employee Performance Improvement Plans (PIPs)

To provide a structured process for creating, implementing, and monitoring Employee Performance Improvement Plans (PIPs) to address performance issues and help employees meet role expectations. This SOP applies to manager

Human Resources - Human Resources Management

Managing Employee Performance Improvement Plans (PIPs)

Identify the Performance Gap
- Monitor employee performance using
  established metrics (e.g., KPIs,
  deadlines)
- Identify areas where performance
  consistently falls short of
  expectations
- Document specific examples of
  underperformance to provide context
Schedule an Initial Meeting
- Notify the employee about
  a one-on-one meeting
- Create an agenda for
  the meeting
Develop the PIP
- Collaborate with HR to
  draft the PIP document
- Review the PIP with
  HR for approval before
  presenting it to the
  employee
Present the PIP to
the Employee
- Schedule a meeting with
  the employee and an
  HR representative to discuss
  the PIP
  - Explain the purpose of
    the PIP
  - Walk through each section
    of the PIP
- Provide a copy of
  the PIP document
- Ask the employee to
  sign it as acknowledgement
  (not agreement)
Conduct regular check-ins (e.g.,
weekly) to review the
employee’s progress
Final Evaluation
- Evaluate the employee’s performance
  based on the outlined
  goals
- Schedule a final meeting
  to discuss the evaluation

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Managing Employee Performance Improvement Plans (PIPs)