Common use of Performance Improvement Plan Process Clause in Contracts

Performance Improvement Plan Process. An employee may be placed on a Performance Improvement Plan (PIP) at any time following documented meeting(s), including but not limited to post-observation conference(s), in which concerns are shared. The appropriate administrator and the employee will meet. The employee is encouraged to provide input/feedback on the development of the PIP which will be taken into consideration by the appropriate administrator. The documentation must be signed by the employee, indicating receipt, and the appropriate administrator(s). It is the responsibility of the employee to work to improve the noted weakness (es), and as such, the employee may request a Performance Improvement Plan (PIP) review conference at any time during the duration of the plan. The appropriate administrator and the employee will meet on a monthly basis to discuss the progress made under the PIP. A PIP will have an initial maximum duration of 90 days and a minimum duration of 30 days. Utilizing the WCBOE PIP template, the written PIP shall include the following: 1. Statement of the problem(s) or concern(s) related to areas of documented unsatisfactory performance of the employee. 2. Statement of improvement(s) including specific, measurable action steps or strategies. 3. Provisions for assisting the employee including: • who is responsible, • the frequency of the action steps or strategies, • the timeline documentation, and • the resources to be utilized (such as but not limited to peer coaching, additional training, assignment of a mentor, opportunities for visitation and modeling/demonstration and appropriate print/non-print resources) 4. Progress monitoring date(s) and an end or re-evaluation date (with a minimum of a mid-point monitoring meeting). 5. Signatures of the employee and appropriate administrator(s).

Performance Improvement Plan Process. An employee may be placed on a Performance Improvement Plan (PIP) at any time following documented meeting(s), including but not limited to post-observation conference(s), in which concerns are shared. The appropriate administrator and the employee will meet. The employee is encouraged to provide input/feedback on the development of the PIP which will be taken into consideration by the appropriate administrator. The documentation must be signed by the employee, indicating receipt, and the appropriate administrator(s). It is the responsibility of the employee to work to improve the noted weakness (es), and as such, the employee may request a Performance Improvement Plan (PIP) review conference at any time during the duration of the plan. The appropriate administrator and the employee will meet on a monthly basis to discuss the progress made under the PIP. A PIP will have an initial maximum duration of 90 days and a minimum duration of 30 days. Utilizing the WCBOE PIP template, the written PIP shall include the following: 1. Statement of the problem(s) or concern(s) related to areas of documented unsatisfactory performance of the employee. 2. Statement of improvement(s) including specific, measurable action steps or strategies. 3. Provisions for assisting the employee including: • who is responsible, • the frequency of the action steps or strategies, • the timeline documentation, and • the resources to be utilized (such as but not limited to peer coaching, additional training, assignment of a mentor, opportunities for visitation and modeling/demonstration and appropriate print/non-print resources) 4. Progress monitoring date(s) and an end or re-evaluation date (with a minimum of a mid-point monitoring meeting). 5. Signatures of the employee and appropriate administrator(s). 6.