Performance Improvement Plan
About This Policy
- Effective Date:
- Date of Last Review/Update:
- Responsible University Office:
- Human Resources
- Responsible University Administrator:
- Vice President for Human Resources
- A Performance Improvement Plan (PIP) is a supervisor tool used to work with an employee to improve the employee’s performance or behavior and to address performance discrepancies identified in a performance management process.
- Cooperation and continuing communication between the supervisor and employee are essential to the PIP’s success. It is a tool to use only if the supervisor and the employee agree on the PIP contents.
Procedure for implementing the Performance Improvement Plan (PIP)
- Define the problem
- Each necessary improvement should be identified in a separate statement(s).
- Each statement(s) should be supported by appropriate documentation using specific examples to identify improvement areas.
- Define the tasks, skills, or behaviors where improvement is required.
- Establish the priorities of the areas requiring improvement based on:
- Frequency of occurrence
- Relationship to all aspects of the position
- The consequence of an error
- Identify the expectations upon which performance will be measured for each area requiring improvement. Ensure the expectations are reasonable and attainable.
- Develop a mutually agreeable action plan that specifies how to meet the expectations. The plan should include specific training and any other special support tohelp the employee meet the expectations.
- Establish short and long-range goals and timetables for accomplishing change in performance or behavior with the employee. Provide goals and timetables that are reasonable, attainable, and flexible.
- Put the PIP in writing and include the employee’s and supervisor’s signatures.
- Establish periodic review dates.
- Both the supervisor and employee must participate in monitoring the goals.
- Measure actual performance against the expectations.
- Results of each meeting should be recorded in writing.
- Establish a Performance Improvement Plan file for the employee.
- Include documentation that identifies both improvements and continued deficiencies.
- Encourage the employee to review the PIP file periodically.
- At the end of the PIP time period, the supervisorshould conduct a final evaluation and determine if the plan was successful.
- If so, the employee should be notified and removed from the plan.
- If not, consider the following options:
- Continue the plan.
- Amend or extend parts of the plan.
- Apply corrective action following the procedures of the applicable Corrective Action policy.
Performance Improvement Plan:A written tool available to supervisors to work with an employee toimprove the employee’s performance or behavior and address performance discrepancies identified in the performance appraisal or management process.
IU HR completed a full and substantive review to assess the ongoing need and effectiveness.
Updated the staff employee group terms due to Job Framework Redesign.
Replaces all of the following policies:
|Union or Employee Group||Policy|
|CWA||6.4 - Performance Improvement Plan|
|Professional Staff and|
Support and Service Staff
not Covered by a Union
|6.3 - Performance Improvement Plan|