Scope:
This policy applies to all employees who have been identified as needing improvement in specific areas of their job performance. As an at will employer the company reserves the right to terminate employment at anytime for any reason.
Policy Details:
Initiation of PIP:
A Performance Improvement Plan may be initiated when an employee’s performance does not meet the established standards. The decision to begin a PIP will be made by the employee’s supervisor in consultation with the Human Resources department.
The PIP will be documented in writing and will include the areas of performance requiring improvement and the measurable goals that the employee is expected to achieve.
Plan Duration and Benchmarks:
The PIP will last for a total of three months, segmented into three phases, with specific benchmarks at the end of each month.
Month 1: Initial Assessment and Plan Setup — Specific objectives for improvement will be set, and resources for achieving these objectives will be identified.
Month 2: Mid-Plan Review — Progress towards the monthly benchmarks will be evaluated and adjustments to the plan will be made if necessary.
Month 3: Final Evaluation — A comprehensive review of the employee’s performance over the three months will be conducted to determine if the set objectives have been met.
Support and Resources:
Throughout the PIP, the employee will receive regular support and guidance from their supervisor and the HR department. This may include training, regular feedback sessions, and access to mentorship.
Employees are encouraged to seek additional resources or clarification as needed to facilitate their improvement.
Outcome of PIP:
At the end of the PIP, the employee’s performance will be reassessed. If the employee has met or exceeded the plan’s objectives, the PIP will conclude successfully.
If performance does not meet the objectives set forth in the PIP, further actions may be considered, including extension of the plan, reassignment, or employment termination, depending on the circumstances.
Documentation:
All discussions, benchmarks, and evaluations associated with the PIP will be documented and included in the employee’s personnel file. This documentation will be handled in accordance with the company’s privacy and confidentiality guidelines.
