[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-356020-105":53,"doc-detail-356020-en":127},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","performance-improvement-plan-a-supervisors-quick-guide-2025","Performance Improvement Plan - A Supervisor’s Quick Guide - 2025","","A Performance Improvement Plan (PIP) provides a formal corrective and developmental framework in Federal agencies for employees whose performance is below the “Fully Successful” level. The guide explains how supervisors identify specific performance deficiencies against critical job elements, document unacceptable performance with clear examples, and issue a written PIP outlining duration, success criteria, support, and consequences. It also details monitoring with documented feedback and coaching, plus evaluating outcomes and ensuring due process with HR and legal advisors.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":36,"@type":70,"position":76},"https://docshare.wps.com/template/forms/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/performance-improvement-plan-a-supervisors-quick-guide-2025/356020/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/performance-improvement-plan-a-supervisors-quick-guide-2025/356020.png","ImageObject",442,249,{"name":88,"@type":89},"Maya Linwood","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-17","2026-09-23",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",10,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What is a Performance Improvement Plan (PIP) in Federal agencies?","Question",{"text":109,"@type":110},"A PIP is a formal corrective and developmental process used when employee performance falls below the “Fully Successful” level. It is governed by Federal regulations referenced in the guide.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"What must a supervisor include when developing and issuing a PIP?",{"text":114,"@type":110},"The PIP should describe unacceptable performance, identify critical elements, provide specific deficiency examples, state the duration (typically 30 business days), set performance expectations and success criteria, list support and assistance, and define consequences if improvement does not occur.",{"name":116,"@type":107,"acceptedAnswer":117},"What decisions can a supervisor make at the end of a PIP period?",{"text":118,"@type":110},"The supervisor must decide whether the employee successfully completes the PIP, shows only marginal or incomplete improvement (where extension may be discretionary), or fails to improve, which can lead to reassignments and proposals for demotion, removal, or suspension under the cited procedures.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},356020,1791306293,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":76,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":9},962084928432,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","Performance Improvement Plan – A Supervisor’s Quick Guide  \nA Performance Improvement Plan (PIP) is a formal process used in Federal agencies to help employees improve performance that falls below the \"Fully Successful\" level. It is both a corrective and developmental tool, governed by Federal regulations (e.g., 5 CFR Part 432 or 5 CFR Part 752) .  \nIdentify Performance Deficiencies  \n• Supervisor documents specific performance issues relative to critical job elements.  \n• Issues must be based on the employee’s performance plan and clearly show failure to meet expectations.  \nDevelop and Issue the PIP  \nThe PIP is a written document that includes:  \n• A description of the unacceptable performance.  \n• Critical elements involved.  \n• Specific examples of deficiencies.  \n• Duration of the PIP (typically 30 business days) .  \n• Performance expectations and success criteria.  \n• Support and assistance to be provided (training, feedback, etc.) .  \n• Description of consequences for not improving performance.  \nMonitor Performance During the PIP  \n• Supervisor closely monitors performance and provides:  \no Regular feedback and coaching.  \no Other appropriate forms of assistance to improve performance.  \n• All communication and support provided should be documented.  \nEvaluate the Outcome  \nAt the end of the PIP period, the supervisor must decide:  \nSuccessful Completion  \nMarginal or Incomplete Improvement  \nUnsuccessful Completion  \nSuccessful Completion  \n• Employee meets expectations.  \n• PIP is closed, and the employee returns to regular performance review.  \nMarginal or Incomplete Improvement  \n• Supervisor may extend the PIP period at their discretion, though this is not required.  \nUnsuccessful Completion  \nIf performance remains unacceptable:  \n• The agency may reassign the employee or propose demotion or removal under either:  \no  5 CFR Part 432 (performance-based action procedures)  \no  5 CFR Part 752 (adverse action procedures)  \n• Agencies may also consider proposing a suspension under adverse action procedures.  \nDocumentation  \n• All steps must be thoroughly documented.  \n• Ensure due process is followed.  \n• Consult with human resources and legal advisors before, during and, after the PIP process.  \nTips  \n• Be objective, specific, and consistent.  \n• Set clear expectations and provide meaningful support.  \n• Use the PIP as an opportunity for improving an employee’s performance, not solely as a tool to discipline.  \n• Where an employee successfully completes the PIP but later demonstrates  \nunacceptable performance in the same critical element(s), an agency may utilize performance-based action procedures to demote or remove an employee within one year from the start of the PIP without issuing a new PIP.","cbCaiaCBpOFAJMC2","https://ap.wps.com/l/cbCaiaCBpOFAJMC2","pdf",190502,"English","# Identify Performance Deficiencies\n# Develop and Issue the PIP\n# Monitor Performance During the PIP\n# Evaluate the Outcome\n## Successful Completion\n## Marginal or Incomplete Improvement\n## Unsuccessful Completion\n# Documentation\n# Tips","[{\"question\":\"What is a Performance Improvement Plan (PIP) in Federal agencies?\",\"answer\":\"A PIP is a formal corrective and developmental process used when employee performance falls below the “Fully Successful” level. It is governed by Federal regulations referenced in the guide.\"},{\"question\":\"What must a supervisor include when developing and issuing a PIP?\",\"answer\":\"The PIP should describe unacceptable performance, identify critical elements, provide specific deficiency examples, state the duration (typically 30 business days), set performance expectations and success criteria, list support and assistance, and define consequences if improvement does not occur.\"},{\"question\":\"What decisions can a supervisor make at the end of a PIP period?\",\"answer\":\"The supervisor must decide whether the employee successfully completes the PIP, shows only marginal or incomplete improvement (where extension may be discretionary), or fails to improve, which can lead to reassignments and proposals for demotion, removal, or suspension under the cited procedures.\"}]","Performance Improvement Plan - A Supervisor’s Quick Guide - 2025 | PDF",1790122468]