[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-163377-105":53,"doc-detail-163377-en":126},{"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":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","performance-improvement-plan-pip-non-faculty-template","Performance Improvement Plan (PIP) Non-Faculty - Template","","A Performance Improvement Plan (PIP) template for non-faculty employees that formalizes serious performance concerns and defines improvement expectations. It provides placeholders to document areas of concern, observation history, specific improvement and activity goals, available resources, management support, measurable performance standards, and progress checkpoint schedules. The plan sets a 60/75/90-day timeline, outlines consequences including further discipline or termination, and states confidentiality, at-will relationship limits, and appeal procedures.",{"@graph":63,"@context":118},[64,80,101],{"@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-pip-non-faculty-template/163377/",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-pip-non-faculty-template/163377.png","ImageObject",442,249,{"name":88,"@type":89},"Ophelia","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/octet-stream","2026-09-24","2026-08-31",true,{"@type":98,"interactionType":99,"userInteractionCount":79},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What is the purpose of a Performance Improvement Plan (PIP) in this template?","Question",{"text":108,"@type":109},"The PIP defines serious performance concerns and gaps, reiterates department expectations, and gives the employee an opportunity to demonstrate improvement and commitment.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What information must be completed under the Areas of Concern section?",{"text":113,"@type":109},"The template includes placeholders for observations and previous discussions or counseling, along with improvement goals, activity goals, resources, management support, performance expectations, and progress checkpoints.",{"name":115,"@type":106,"acceptedAnswer":116},"What happens if the employee does not meet expectations during the PIP timeline?",{"text":117,"@type":109},"If expectations are not met or gross misconduct occurs, further disciplinary action up to termination may result, and employment terms may be evaluated at the end of the PIP.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},163377,1788142724,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":79,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":76,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":125,"read_time":9},7971461741311,"https://ap-avatar.wpscdn.com/avatar/74000253aff267980c6?x-image-process=image/resize,m_fixed,w_180,h_180&k=1779345379180704826","Performance Improvement Plan (PIP)\nTO:\t\t(insert employee’s name)\nFROM:\nDATE:\t\t(insert date)\nRE:\t\tPerformance Improvement Plan (PIP)\nThe purpose of this Performance Improvement Plan (PIP) is to define serious areas of concern, gaps in your work performance, reiterate the [Name of College/Department]’s expectations, and allow you the opportunity to demonstrate improvement and commitment.\nAreas of Concern:\nObservations, Previous Discussions or Counseling:\nStep 1:  Improvement Goals: These are the goals related to areas of concern to be improved and addressed:\nStep 2:  Activity Goals:  Listed below are activities that will help you reach each goal:\nStep 3:  Resources:  Listed below are resources available to you to complete your Improvement activities (may include other people’s time or expertise, funds for training materials and activities, or time away from usual responsibilities.)\n[OPTIONAL:  This can be incorporated as part of Step 3: Resources, above]  Management Support:  Listed below are ways in which your manager will support your Improvement activities.\nStep 4:  Expectations: The following performance standards must be accomplished to demonstrate progress towards achievement of each Improvement goal:\nStep 5  Progress Checkpoints:  The following schedule will be used to evaluate your progress in meeting your Improvement activities.\nFollow-up Updates:  You will receive feedback on your progress according to the following schedule:\nTimeline for Improvement, Consequences & Expectations:\nEffective immediately, you are placed on a (insert 60, 75, or 90)-day PIP.  During this time you will be expected to make regular progress on the plan outlined above.  Failure 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, the terms of your employment will be evaluated at the conclusion of the PIP.  Furthermore, failure to maintain performance expectations after the completion of the PIP may result in additional disciplinary action up to and including termination.\nThe PIP does not alter the employment-at-will relationship. Additionally, the contents of this PIP are to remain confidential.  Should you have questions or concerns regarding the content, please follow up directly with your supervisor.\nWe will meet again on as noted above to discuss your Performance Improvement Plan.  Please schedule accordingly.\nIf you wish to appeal this decision, the appeal must be made in accordance with the provisions of System Regulation 32.01.02, Complaint and Appeal Process for Non-faculty Employees. However, an appeal alleging discrimination, sexual harassment and/or related retaliation must be filed in accordance with System Regulation 08.01.01, Civil Rights Compliance.\nI ACKNOWLEDGE RECEIPT AND UNDERSTAND THAT THIS PERFORMANCE IMPROVEMENT PLAN WILL BE PLACED IN MY PERSONNEL FILE.\nSignatures:\nPrint Employee Name:_____________________________________\nEmployee Signature:\t_____________________________________\nDate: \t\t\t___________________________\nPrint Supervisor/Manager Name: _____________________________________\nSupervisor/Manager Signature: _____________________________________\nDate:\t\t\t\t    ___________________________","cbCair9nQSWYEvB8","https://ap.wps.com/l/cbCair9nQSWYEvB8","doc",87040,"English","# Performance Improvement Plan (PIP)\n## Parties and Purpose\n## Areas of Concern\n## Improvement Goals and Activities\n## Resources and Management Support\n## Expectations and Progress Checkpoints\n## Timeline for Improvement, Consequences & Expectations\n## Confidentiality, At-Will Statement, and Follow-Up\n## Appeal Process and Signatures","[{\"question\":\"What is the purpose of a Performance Improvement Plan (PIP) in this template?\",\"answer\":\"The PIP defines serious performance concerns and gaps, reiterates department expectations, and gives the employee an opportunity to demonstrate improvement and commitment.\"},{\"question\":\"What information must be completed under the Areas of Concern section?\",\"answer\":\"The template includes placeholders for observations and previous discussions or counseling, along with improvement goals, activity goals, resources, management support, performance expectations, and progress checkpoints.\"},{\"question\":\"What happens if the employee does not meet expectations during the PIP timeline?\",\"answer\":\"If expectations are not met or gross misconduct occurs, further disciplinary action up to termination may result, and employment terms may be evaluated at the end of the PIP.\"}]","Performance Improvement Plan (PIP) Non-Faculty - Template | DOC"]