Performance Improvement Policy

The Performance Improvement Plan (PIP) is designed to facilitate constructive discussion between the employee, his or her Supervisor & HR to clarify the issues identified.

This policy template is available for download in Word format.

With this Performance Improvement Policy template, you can:

• To implement, at the initiation of the supervisor, an improvisation plan on his or her performance based on facts and data
• Employee and Supervisor to jointly develop an improvement plan to attain the desired level of performance

In just a few minutes, you will be able to create a performance improvement policy. This policy covers rules to be followed with respect to:

• Setting up of a very effective comprehensive short-term focused performance improvement program
• Clearly define outcomes and consequences to employee
• Enable employee to regain confidence by improving performance levels
• Enable designing simpler and more effective employee training programs

Performance Improvement Policy

Objective

The objective of this Policy is to implement a career improvisation program with a measurable Performance Improvement Plan (PIP) for its employees who are in need of such assistance for improving their personal performances, which ultimately will result in creating a productive workforce to achieve < Company name >’s goals and aspirations.

Scope and Applicability

In order to be competitive in the business environment and to meet client’s expectation, a certain level of productivity is expected from all employees within their respective functions to be able to deliver quality products and services.

This Policy applies to select employees whose performance has fallen below certain acceptable parameters, post an assessment performed by the Reporting Manager and as defined by HR Policy for each function within the organisation.

The Performance Improvement Plan (PIP) is designed to facilitate constructive discussion between the employee, his/her Reporting Manager and HR to clarify the specific areas of improvement, training needs and re-assessment.

It is implemented at the initiation of the Reporting Manager, with inputs from the employee, and together they identify specific improvement areas or deliverables for a detailed training program in a time-bound manner which will ultimately help the employee to attain the desired level of performance.

This policy is owned by < Name of the Person > and reachable @ < Contact Number > and < email address >

Policy/Process

Post the annual or scheduled performance assessments, employees who do not meet the expectations or goals of their respective functions would be identified and put on PIP, in conjunction with HR.

In all the identified cases,the Reporting Manager and HR will first review the plan. They will ensure consistent and fair treatment of such identified employees across the Company.

A specific time-bound training program not exceeding 3 months from either internal or external sources will be identified. The Reporting Manager will assess and provide feedback to the employee regarding his/her performance on the PIP at the end of 3 months. In the event the Reporting Manager feels the employee requires additional time, a second & final PIP program will be initiated, and this would not exceed 2 months from the end of the initial 3 months of training. The final assessment will be undertaken by the Reporting Manager to take the final call, if warranted, through HR and conveyed to the employee.

The Reporting Manager will review the following items with the employee when applying the PIP:

• State performance area to be improved, supported with specific examples.
• State the level of work performance expectation which must be performed on a consistent basis effective <DD/MM/YYYY>.
• Specify the support and resources that will be provided to assist the employee with a plan for providing feedback to the employee.
• Decide review meetings periodically, with whom and how often.
• Specify the measurements that will be considered in the evaluation progress.
• Specify possible consequences if performance standards are not met even after the effort.

  Performance Improvement Plan – Format Form

Employee Name: Title: Department Date:

Performance in need of improvement: List the goals and activities the employee will initiate to improve performance. Include skill development and changes needed to meet work performance expectations.

Areas/skills identified for improvement: < A >,< B >,< C >,< D >,< E > PIPlan with no. of days: < AA >,< BB >,< CC >,< DD >,< EE > Targeted date for improvement: < DD/MM/YYYY > Expected results list out measurements: Progress review comments: Final recommendation:

Employee Signature:____ Date: ____ Reporting Manager Signature:__ Date:

Special Circumstance and Exception

Any Deviation from this policy has to be approved by Management. Any changes to the policy have to be approved by Legal and Compliance.

Non-compliance and Consequence

Violation of this policy is subject to disciplinary action, up to and including termination. If an employee, including the Reporting Manager, is suspected of violating this policy, necessary disciplinary action will be initiated including up to termination of employment.