Performance Improvement Plan (PIP)
Employee Information
A Performance Improvement Plan (PIP) is a tool designed to assist an employee with performance deficiencies the opportunity to succeed. It may be used to address failures to meet specific job goals or to improve performance related concerns.
A PIP may be issued for a 30, 60, or 90-day period, at the supervisor's discretion. The duration of the PIP should be based on the activities being measured and allow appropriate time for the employee to demonstrate improvement. The maximum length of time for a PIP during the performance management period is 90 days. Extensions maybe given in certain situations.
While a Performance Improvement Plan (PIP) is not a disciplinary action, it serves as a formal warning of one's under performance and a recognition of their inability to reach certain goals. A PIP should be taken very seriously and every attempt to improve in the noted areas should be made. While the goal of a PIP is always to assist the employee in successfully meeting performance expectations, failure to meet performance expectations at the conclusion of the PIP period may result in further action up to and including termination.
How to Respond to a Performance Improvement Plan
- Be an active participant. Tell your supervisor about any potential barriers you may be experiencing and identify tools, resources, or training that may assist you.
- Ensure you are using your work time wisely. Organize your day to ensure you are dedicating the appropriate time to address the identified areas of needed improvement.
- Ask for help. Document questions you have in preparation for your weekly meetings, but bring immediate issues or concerns to your supervisor in a timely manner.
- Maintain a positive attitude.
- Make it your goal to meet all expectations outlined in the PIP document. If you need clarification on the assignments, discussion with your supervisor.
- Determine if the position is a good fit for your skills and abilities. Ultimately, if you are unsuccessful in meeting the performance expectations of your position you may wish to seek other opportunities that align better with your talents.
- Be open to receive constructive feedback from your supervisor on performance deficiencies, and ask clarifying questions, as needed, for shared understanding.
Frequently Asked Questions
Will I have an opportunity to respond to my supervisor on my performance?Yes, weekly, or bi-weekly update meetings will be part of the PIP process. You can also request a meeting with your supervisor at any time to discuss your progress. |
How will the documentation of each meeting be recorded? How is my progress tracked?The meeting schedule dates are part of the PIP. The supervisor will document that meeting took place and the outcome of the meetings, and the employee is free to do the same. |
If there are several different areas that I need to improve in a short amount of time, what happens if I improve some areas, but not all?Employees are expected to meet all expectations in their position description. If there is an area where you feel additional time or training would support you in meeting the expectation, you can request an extension of the PIP. |
Can I request that my PIP be extended?You can request a PIP extension and discuss why an extension is appropriate with your supervisor. It is ultimately the supervisor’s decision on whether an extension is given. |
If I improve and come off the PIP and retain my employment, how long will this PIP remain in my employee file?We do not keep PIPs in an employee's file. They are kept in the supervisor's file. If the person is terminated, the final PIP evaluation document is kept with the termination notice. |
Can I grieve or talk with someone in UHR along the way if I disagree with the evaluation of my performance?
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If you have any questions, please contact UHR for assistance at [[AskHR]].
