Human Resources: What to Put in a Performance Improvement Plan

Posted by Creatiq Support | Friday, April 7, 2017

Human Resources: What to Put in a Performance Improvement Plan

Posted by Creatiq Support | Friday, April 7, 2017

In Human Resources, it’s important to hire candidates who are qualified and
capable for the job. But even talented, hard-working staff
occasionally encounter performance difficulties. Sometimes, employees
have difficulties such as transitioning to new job duties or having challenges
with one specific area of their job.

When employees have continued performance issues, one of the best ways to
help them improve is a performance improvement plan (PIP). A PIP is a written
contract between the employee, manager, and HR designed to help the employee
address and correct these challenges.

When creating a PIP for an employee, here are important components to
include:

    A
    defined, measurable, and time sensitive goal.
    The best PIPs
    specifically outline the area where the employee isn’t performing up to
    standard, and define where the employee needs to improve. For example,
    state that “Employee Z needs to have a turnaround time of three days
    on 95% of assigned reports.” Create a realistic timeline that for
    improving the task, such as three months, by which the employee will
    accomplish the goal.
      A
      training plan.
      Outline in writing how the company will help
      the employee improve their performance. Common ways to provide support
      include regularly scheduled meetings with managers, completing additional
      training, and learning tasks from coworkers.
        A
        plan for evaluations and progress reports
        . Have the
        employee’s manager write updates on the employee’s progress at least
        monthly. The reports should include the employee’s current level of
        performance and what they still need to do to meet the goal.
          What
          will happen if the employee does not meet the goal.
          HR and
          management need to be transparent in the contract about what will happen if
          the employee doesn’t meet the goal in a specified time period. Depending
          on your company, this could involve actions such an internal transfer to a
          more suitable position or termination due to performance issues.

            Contact us to learn more about how we can help your business with Human
            Resource related needs.