[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-168421-105":3,"detail-sidebar-cat-1-en-105":80,"doc-detail-168421-en":126},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":73,"head_meta":75,"extra_data":77,"updated_unix":79},105,"en","performance-improvement-plan-pip-confidential","Performance Improvement Plan (PIP) - Confidential","","Performance Improvement Plan (PIP) form for addressing serious employment concerns and documented gaps in work performance. It records areas of concern, summarizes prior observations and coaching, and sets clear college expectations. The plan defines improvement goals, required activities and actions, available resources or management support, and a structured progress timeline with checkpoint reviews. 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If there is no significant improvement indicating goals will be met within the timeline, employment may be terminated before completion.","https://schema.org",{"og:url":32,"og:type":74,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":76,"canonical":32},"index,follow",{"doc_id":78,"site_id":7},168421,1788231215,{"code":4,"msg":81,"data":82},"success",[83,88,93,98,103,108,113,117,122],{"id":84,"doc_module":22,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},11,"Presentations",90,"presentations",{"id":89,"doc_module":22,"doc_module_name":25,"category_name":90,"show_sort_weight":91,"slug":92},12,"Resumes",80,"resumes",{"id":94,"doc_module":22,"doc_module_name":25,"category_name":95,"show_sort_weight":96,"slug":97},14,"Invoices",70,"invoices",{"id":99,"doc_module":22,"doc_module_name":25,"category_name":100,"show_sort_weight":101,"slug":102},15,"Posters",60,"posters",{"id":104,"doc_module":22,"doc_module_name":25,"category_name":105,"show_sort_weight":106,"slug":107},16,"Social Media",50,"social-media",{"id":109,"doc_module":22,"doc_module_name":25,"category_name":110,"show_sort_weight":111,"slug":112},17,"Forms",40,"forms",{"id":114,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":115,"slug":116},18,30,"letters",{"id":118,"doc_module":22,"doc_module_name":25,"category_name":119,"show_sort_weight":120,"slug":121},21,"Paper Templates",5,"papers-templates",{"id":123,"doc_module":22,"doc_module_name":25,"category_name":124,"show_sort_weight":4,"slug":125},158,"General","general-158",{"code":4,"msg":81,"data":127},{"doc_id":78,"user_id":128,"nickname":42,"user_avatar":129,"doc_module":22,"category_id":114,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":30,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":30,"language":135,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":12,"update_tm":79,"read_time":22},687207024643,"https://ap-avatar.wpscdn.com/davatar_3d24733baf745e90a7e4bdd5f77d97b2","Performance Improvement Plan (PIP)\nConfidential\nTO:\t\t\u0013 FORMTEXT \u0014Mary Employee\u0015\nFROM:\t\u0013 FORMTEXT \u0014Sally Supervisor\u0015\nDATE:\t\t\u0013 FORMTEXT \u00141/15/15\u0015\n______________________________________________________________________________\nThe purpose of this PIP is to document serious employment concerns, note gaps in work performance, define the College’s expectations, and allow the opportunity to demonstrate improvement and commitment.\nAreas of Concern:  Actions (or inactions) and/or behaviors that have adversely affected job performance, co-workers, students, partners, constituents and/or the College.\nObservations, Previous Discussions or Coaching Sessions:  Recap of date and time an area of concern has been previously addressed in the recent/relevant past.\nImprovement Goals to Address Areas of Concern\nActivities and Actions to Help You Reach Your Goals: The following activities/actions must be accomplished in order to demonstrate your progress towards achievement of each improvement goal.\nResources/Management Support:  Listed below are resources available to assist you in completing your improvement activities.\nProgress Checkpoints:  The following schedule will be used to evaluate your progress in meeting your improvement activities.\nFollow-up Notes:\nTimeline for Improvement, Consequences & Expectations:\nEffective immediately, you are placed on a \u0013 FORMCHECKBOX \u0014\u0015 30-day, \u0013 FORMCHECKBOX \u0014\u0015 60-day, \u0013 FORMCHECKBOX \u0014\u0015 90-day, \u0013 FORMCHECKBOX \u0014\u0015 120-day, \u0013 FORMCHECKBOX \u0014\u0015 180 day PIP.  During this time you will be expected to make regular progress on the plan outlined above.\nFailure to meet or exceed these expectations, or any display of gross misconduct will result in further disciplinary action, up to and including termination.  In addition, if there is no significant improvement to indicate that the expectations and goals will be met within the timeline indicated in this PIP, your employment may be terminated prior to completion of this PIP.  Furthermore, failure to maintain performance expectations after the completion of the PIP may result in additional disciplinary action up to and including termination.  The PIP does not alter the employment-at-will relationship. Additionally, the contents of this PIP are to remain confidential.\nShould you have questions or concerns regarding the content, you will be expected to follow up with the supervisor as identified below.\nSignatures:\nEmployee Name:  \u0013 FORMTEXT \u0014Mary Employee\u0015\nEmployee Signature:\t_________________________________________________Date: _______________\nSupervisor/Manager Name:  \u0013 FORMTEXT \u0014Sally Supervisor\u0015\nSupervisor/Manager Signature:  __________________________________________Date:  _______________\nPIP Wrap-up (Check One):\n\u0003☐\u0004 Performance Improvement Plan satisfactorily completed on \u0013 FORMTEXT \u0014     \u0015.\n\u0003☐\u0004 Performance Improvement Plan unsuccessfully completed.  Future correction action \u0013 FORMTEXT \u0014     \u0015.\nEmployee Name:  \u0013 FORMTEXT \u0014     \u0015\nEmployee Signature:\t________________________________________________Date:  _______________\nSupervisor/Manager Name:  \u0013 FORMTEXT \u0014     \u0015\nSupervisor/Manager Signature:  __________________________________________Date:  ______________\nPlease note:  Before presenting the PIP to the employee, it must be reviewed and approved (initialed and dated at the top of page 1) by the chain-of-command up through the appropriate Dean/Vice President, the Vice President of Administration and the Director or Assistant Director of HR.  In the case of direct reports to the President, it must be reviewed and approved by the President, the Vice President of Administration, and the Director or Assistant Director of HR.\nA copy of the initial PIP along with any updates must be sent to the Office of Human Resources for inclusion into the employee’s personnel file.  At the conclusion of the PIP, the original PIP must then be sent to the Office of Human Resources to replace the copies on file.","cbCaiaB8yqjePzQB","https://ap.wps.com/l/cbCaiaB8yqjePzQB","docx",24760,"English","# Purpose\n# Areas of Concern and Prior Discussions\n# Improvement Goals and Required Activities\n# Support Resources and Progress Checkpoints\n# Timeline, Consequences & Expectations\n# Follow-up Notes and Signatures\n# PIP Wrap-up and Submission Requirements","[{\"question\":\"What is the purpose of a Performance Improvement Plan (PIP)?\",\"answer\":\"The PIP documents serious employment concerns, identifies gaps in work performance, clarifies the organization’s expectations, and provides an opportunity to demonstrate improvement and commitment.\"},{\"question\":\"How are improvement progress and goals evaluated in the PIP?\",\"answer\":\"The plan requires specific activities and actions, lists available resources or management support, and uses scheduled progress checkpoints to evaluate whether the employee is meeting the improvement activities and goals.\"},{\"question\":\"What happens if the employee does not meet the PIP expectations?\",\"answer\":\"Failure to meet or exceed expectations, or any gross misconduct, can result in further disciplinary action up to and including termination. If there is no significant improvement indicating goals will be met within the timeline, employment may be terminated before completion.\"}]","Performance Improvement Plan (PIP) - Confidential | DOCX"]