[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-163378-105":53,"doc-detail-163378-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-toolkit-2023","Performance Improvement Plan Toolkit - 2023","","This toolkit provides guidance and templates for implementing Performance Improvement Plans (PIPs) in a management context. It emphasizes the importance of open communication with staff members before initiating a PIP, ensuring it serves as a structured development and coaching tool within a defined timeframe. The toolkit advises managers to consider various factors such as context, staff relationships, and potential biases when designing a PIP, and to leverage staff strengths. It also highlights the need to align PIP usage with HR policies and union agreements, cautioning against using PIPs when termination is already decided, as it may create false hope. The document encourages managers to use their best judgment for timeframes, with a general guideline of weeks rather than months, while acknowledging that severe issues might necessitate immediate action. Additional considerations include gathering necessary input, seeking feedback on potential biases, and identifying staff strengths for development.",{"@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-toolkit-2023/163378/",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-toolkit-2023/163378.png","ImageObject",442,249,{"name":88,"@type":89},"Arica Lee","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-09-26","2026-08-31",true,{"@type":98,"interactionType":99,"userInteractionCount":73},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What is the primary purpose of a Performance Improvement Plan (PIP)?","Question",{"text":108,"@type":109},"The primary purpose of a PIP is to scaffold development and coaching in a formal, time-bound way, clarifying goals for improvement and the manager's commitment to support the staff member.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"When should a PIP NOT be used?",{"text":113,"@type":109},"A PIP should not be used if termination is already decided, as it can create false hope. However, if policies require a PIP as part of progressive discipline, it should be used early as a genuine effort to support growth.",{"name":115,"@type":106,"acceptedAnswer":116},"What factors should managers consider when designing a PIP?",{"text":117,"@type":109},"Managers should consider context, staff relationships, potential biases, and any additional input needed. They should also identify staff strengths that can be leveraged or built upon.","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},163378,1790461993,{"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":76,"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":139,"read_time":9},8796096645457,"https://ap-avatar.wpscdn.com/avatar/800003749518d68ffe3?x-image-process=image/resize,m_fixed,w_180,h_180&k=1779345340919836971","Performance Improvement Plan Toolkit\nAs you use these templates:\nReflect on your management practices and the ways this could impact staff performance. Read \u0013 HYPERLINK \"https://www.managementcenter.org/resources/four-steps-addressing-performance-problems/\" \\h \u0014Four Steps for Addressing Performance Problems\u0015.\nOpen a dialogue with your staff member before you get to this stage. A written PIP should never be the first way your staff member hears your concerns.\nDesign a PIP that gives them the best chance to turn things around, while helping you make an informed decision. Invest and stay open to the possibility that they should remain on your team, and consider your options \u0013 HYPERLINK \"https://www.managementcenter.org/resources/how-to-approach-tricky-performance-improvement-plans/\" \\h \u0014when approaching a tricky performance problem\u0015.\nCommunicate the PIP in person and in writing, and check for understanding. Explain its purpose: to scaffold development and coaching in a formal, time-bound way so their goals for improvement and your commitment to support them are clear.\nBe sure to check your HR policies or union agreements. Be explicit with the staff member about your process. (We also advise against using a PIP if you already know you need to fire someone; this creates false hope. If your policies require a PIP as part of progressive discipline, use the tool early as part of a genuine effort to support your team member’s growth.)\n* Use your best judgment to decide the time frame (usually weeks, not months, but consider your context). Very serious problems may warrant immediate action.\nOther questions to consider:\nWhat factors do I need to consider (context, staff relationships, potential bias, etc.)?\nWhat additional input do I need to gather and from whom?\nWho can I run my thinking past to check for any unintended bias?\nWhat staff member strengths can we leverage or build upon?","cbCaisgn1ctyQq3n","https://ap.wps.com/l/cbCaisgn1ctyQq3n","docx",35071,"English","# Performance Improvement Plan Toolkit\n## Other questions to consider:","[{\"question\":\"What is the primary purpose of a Performance Improvement Plan (PIP)?\",\"answer\":\"The primary purpose of a PIP is to scaffold development and coaching in a formal, time-bound way, clarifying goals for improvement and the manager's commitment to support the staff member.\"},{\"question\":\"When should a PIP NOT be used?\",\"answer\":\"A PIP should not be used if termination is already decided, as it can create false hope. However, if policies require a PIP as part of progressive discipline, it should be used early as a genuine effort to support growth.\"},{\"question\":\"What factors should managers consider when designing a PIP?\",\"answer\":\"Managers should consider context, staff relationships, potential biases, and any additional input needed. They should also identify staff strengths that can be leveraged or built upon.\"}]","Performance Improvement Plan Toolkit - 2023 | DOCX",1788142742]