Performance Improvement Plans (PIP) Sample Clauses
A Performance Improvement Plan (PIP) is a formal process used by employers to address and rectify an employee's underperformance. Typically, the PIP outlines specific areas where the employee's work does not meet expectations, sets measurable goals for improvement, and establishes a timeline for achieving these objectives, often including regular check-ins or progress reviews. The core function of a PIP is to provide a structured opportunity for employees to improve their performance, while also documenting the employer's efforts to support the employee before considering further disciplinary action or termination.
Performance Improvement Plans (PIP). When an administrator has a concern with the work performance of a unit member, the administrator will provide written notification of the specific concerns and recommendations for improvement in order to provide an opportunity to correct the performance concern. The administrator shall establish a reasonable timetable that the unit member will have to correct the concern. If necessary to review progress on the specific concern, a joint review by the administrator and unit member will occur within the timetable established by the administrator. Following such written notification, if the administrator determines that a formal Performance Improvement Plan (PIP) is necessary, the unit member may request an informal observation by a second administrator.
A. The appropriate administrator and the unit member will develop a specific written plan (PIP) for improvement of the noted deficiencies. The PIP will include goals and objectives, strategies to be used, personnel to be utilized, materials to be used, and a time frame.
B. Any changes to the PIP will be discussed with the unit member and provided in writing.
C. The principal will be responsible for managing the PIP and will schedule pre and post conferences with the unit member.
D. It is the responsibility of the unit member to work to improve the noted deficiencies.
E. If a unit member desires, he/she may bring a fellow unit member and/or an Association representative with him/her to any of the above meetings.
F. If there is a disagreement with the plan, the unit member shall be provided an opportunity to reply in writing and shall have the concern attached to the PIP.
Performance Improvement Plans (PIP). If deficient performance is in a critical performance element, a PIP will be required. PIPs will be in writing.
a. Contents of a PIP: While unique to the employee and the individual circum- stances being addressed, the following information must be included in all PIPs (FSH 6109.13, Chapter 10, Section 18.2):
Performance Improvement Plans (PIP). A. The purpose of a PIP is to return the employee to an acceptable level of performance as soon as possible. An employee placed on a PIP shall be given a written notice which includes:
1. the critical element(s) of the employee’s plan for which performance is unacceptable;
2. the action(s) that must be taken by the employee to improve performance to the “Meets or Exceeds Expectations” level;
3. the assistance that will be provided by supervisory personnel including regularly scheduled progress meetings; and
4. the action (i.e., reassignment, reduction-in-grade, or removal) that will be taken if the employee does not improve performance to the “Meets or Exceeds Expectations” level.
B. As part of this notification, the employee will be given a reasonable time period to reach the “Meets or Exceeds” level and that level of performance must be sustained at least until one year from the start of the opportunity to improve period. Reasonable time means an amount of time commensurate with the duties and responsibilities of the employee’s job that is also sufficient to allow the employee to show whether he/she can meet minimum performance standards documented in writing. A minimum of sixty (60) calendar days is considered reasonable. At the end of the stated period, the employee’s performance will be re-evaluated and the employee will be informed in writing of one of the following options:
1. he/she performed at an acceptable level, and must maintain an acceptable level of performance for one year from the start of the PIP;
2. the opportunity to improve period shall be extended;
3. he/she will be reassigned to another appropriate position for which qualified; or
4. his/her removal or reduction-in-grade is proposed.
C. Remedial training assigned during the PIP is not discipline. Remedial training will be tailored to correct or improve a bargaining unit employee’s performance. Training and the duration of such training is assigned on a case by case basis, and has no bearing on the training assignments of any other employees.
D. An employee who is proposed to be reduced in grade or removed, based on unacceptable performance, will be given thirty (30) calendar days advance written notice of the proposed action which:
1. states the reasons for the proposed action in detail;
2. identifies specific instances of unacceptable performance by the employee;
3. identifies the critical elements of the employee’s performance plan for which performance is unacceptable;
4. describe...
Performance Improvement Plans (PIP). The goal of a PIP is a mutual desire to return the employee to fully successful performance as soon as possible. For each critical performance element in which the employee’s performance is unacceptable, the supervisor must afford the employee a reasonable opportunity to demonstrate acceptable performance commensurate with the duties and responsibilities of the employee’s position and place the employee on a PIP. The PIP must include:
1. A minimum opportunity period of sixty (60) calendar days to demonstrate acceptable performance; it is understood that the time frame may be extended if additional time is needed;
2. Identify and describe the performance deficiencies in the performance elements and standards for which the employee’s performance is at the unacceptable level;
3. Provide clear goals which are appropriate for the responsibilities of the employee’s position;
4. Frequent (at a minimum, every two (2) weeks) interaction and feedback with the supervisor regarding progress; and
5. Required progress reports will be documented in writing and a copy provided to the employee.
Performance Improvement Plans (PIP). When a Bargaining Unit Employee’s performance is repeatedly unsatisfactory or fails to meet PPRM’s expectations, the Employer may place the employee on a formal Performance Improvement Plan (PIP). The PIP may be for 30, 60, or 90 days. During the time the employee is on the PIP, the employee will be expected to comply with the expectations set forth in the PIP and make regular progress on the plan. The Employer will have check-ins regularly to evaluate the progress with the employee. The Employer will provide customized support that may include additional training, shadowing, preceptor days, and/or any other resources that will help the employee be successful. If after regular check-ins and customized support, failure to meet or exceed the expectations set forth in the PIP within the time frame indicated may result in termination. The Employer may extend the duration of the PIP if the employee has demonstrated improvement but has not met or exceeded all expectations. The employee shall have the right to union representation when receiving the PIP and during PIP check-ins upon request.