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
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).
- Schedule a meeting with the employee and an HR representative to discuss the PIP.
- Monitor and Provide Feedback
- 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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