Leadership Resources

Instructions For Establishing An Employee Performance Plan – For Management Use Only This performance plan may or may not take the place of oral or written disciplinary action and may or may not be used to supplement an oral or written corrective action, as appropriate. 1. The Manager will fill out the PIP based on all available information and ensure that it is easy to understand and provides expectations and goals that the employee is able to meet. If the Manager does not feel that the employee will be able to meet the established goals, they should speak with Human Resources to discuss other options. 2. The Manager will review the Performance Plan with the Department Manager and the Human Resources Manager. Any agreed-upon recommendations will be incorporated into the Manager's outline. 3. The Manager will meet with the employee in a confidential setting and review the Performance Standards, the employee's related performance issues, and the corrective actions prescribed by the plan. The Manager should consider the employee's input as appropriate. 4. The Manager and employee will discuss the established timelines for improved performance on each expectation to ensure they are reasonable; this should be documented under Deliverables and Other Expectations. 5. The Manager should articulate that success in the plan is necessary for continued employment, but that failure to progress or meet expectations or deadlines may also result in termination. 6. The Manager should get the employee's signature and date on the form indicating agreement with the performance plan. In most cases, an employee’s refusal to sign will result in immediate termination. Managers should discuss this possibility with HR in advance of meeting to ensure that everyone agrees as to the appropriate response. 7. Employees should be provided with a copy of the signed plan for their reference. 8. Periodic reviews (one to six, based on the complexity and duration of the PIP) will be conducted on a regular basis with the employee. The Manager and employee will initial each progress review. 9. At the end of the performance plan period, the Management Team will determine if the performance plan was satisfactorily completed, if it should be extended, or if the employee should be terminated. 10. The Manager should retain the original signed PIP for the duration of the performance plan. Upon completion of the plan, the original PIP should be placed in the employee's personnel file. Legal Disclaimer: This document is intended for informational purposes only and was created in accordance with federal law; it may not encompass state or local law.