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It includes a target-area approach covering performance concerns with dated examples, expected performance (“what good looks like”), agreed actions, and support required. Review planning is detailed through review dates, review notes, improvement tracking, and an expected achievement date, with examples focused on workload, deadlines, email responsiveness, and meeting 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information is included in the PIP template?",{"text":118,"@type":110},"The template includes an agreed review date, review notes documenting improvements and future review dates, and a date to achieve the expected 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Target Area  \u003Cbr>Area where  \u003Cbr>performance  \u003Cbr>standards have  \u003Cbr>not been met.   | Performance  \u003Cbr>Concern  \u003Cbr>Examples and dates  \u003Cbr>of how/when the  \u003Cbr>standard has not been  \u003Cbr>met.   | Expected  \u003Cbr>Standard of  \u003Cbr>Performance  \u003Cbr>Standards expected  \u003Cbr>of the employeei.e.,  \u003Cbr>what does 'good  \u003Cbr>look like.   | Agreed  \u003Cbr>Actions  \u003Cbr>Action needed to  \u003Cbr>meet the  \u003Cbr>expected  \u003Cbr>standard of  \u003Cbr>performance.   | Support Required  \u003Cbr>Support the employee  \u003Cbr>needs to achieve the  \u003Cbr>expected standard of  \u003Cbr>performance.   | Review Date  \u003Cbr>Date agreed to  \u003Cbr>review this  \u003Cbr>target area.   | Review Notes  \u003Cbr>Improvements  \u003Cbr>made and any  \u003Cbr>future review  \u003Cbr>dates before the  \u003Cbr>end date   | Date to  \u003Cbr>Achieve  \u003Cbr>Expected  \u003Cbr>Standard   |\n| --- | --- | --- | --- | --- | --- | --- | --- |\n| EXAMPLE   |  |  |  |  |  |  |  |\n| Organisational  \u003Cbr>Skills and Time  \u003Cbr>Management   | Deadlines missed  \u003Cbr>[details/dates].  \u003Cbr>Complaint received  \u003Cbr>from XX department  \u003Cbr>who received no  \u003Cbr>response to their  \u003Cbr>emails sent on [dates]   | To effectively  \u003Cbr>manage workload on  \u003Cbr>a daily basis,  \u003Cbr>prioritise tasks to  \u003Cbr>meet deadlines and  \u003Cbr>respond to emails in  \u003Cbr>a timely manner   | To start using a  \u003Cbr>daily 'to do'list  \u003Cbr>and diary to  \u003Cbr>manage  \u003Cbr>deadlines and  \u003Cbr>time.  \u003Cbr>To respond to  \u003Cbr>emails within 3  \u003Cbr>working days.   | Employee to sign up to  \u003Cbr>internal Outlook  \u003Cbr>training (or refresher  \u003Cbr>training),to utilise  \u003Cbr>organisational tools  \u003Cbr>e.g.,task lists,  \u003Cbr>calendar.  \u003Cbr>[employee]to diarise  \u003Cbr>time with colleague A  \u003Cbr>within the next week  \u003Cbr>for informal training on  \u003Cbr>organising workload.   | To be reviewed  \u003Cbr>in [4 weeks]on  \u003Cbr>[date]   | [4 week review  \u003Cbr>date]  \u003Cbr>Record here  \u003Cbr>e.g.,Outlook  \u003Cbr>training  \u003Cbr>completed on  \u003Cbr>[insert date].  \u003Cbr>Capture progress,  \u003Cbr>improvements  \u003Cbr>made or not.  \u003Cbr>To be reviewed  \u003Cbr>again on [date]   | Standard  \u003Cbr>expected  \u003Cbr>to be  \u003Cbr>achieved  \u003Cbr>within 8  \u003Cbr>weeks and  \u003Cbr>by [date]   |\n\n\n| EXAMPLE   |  |  |  |  |  |  |  |\n| --- | --- | --- | --- | --- | --- | --- | --- |\n| Accountability/  \u003Cbr>Behaviour/  \u003Cbr>Attitude   | Complaints from team  \u003Cbr>members of missed  \u003Cbr>meetings on [dates of  \u003Cbr>meetings]with no  \u003Cbr>explanation.  \u003Cbr>Colleagues report they  \u003Cbr>are absorbing tasks  \u003Cbr>outside of their remit  \u003Cbr>such as [provide  \u003Cbr>examples]   | To fulfil all aspects  \u003Cbr>of the job role  \u003Cbr>according to job  \u003Cbr>description.  \u003Cbr>To demonstrate  \u003Cbr>leadership to team  \u003Cbr>colleagues and  \u003Cbr>accountability/  \u003Cbr>responsibility for job  \u003Cbr>role.  \u003Cbr>To attend meetings  \u003Cbr>as expected.   | [employee]to  \u003Cbr>reflect on  \u003Cbr>identified  \u003Cbr>behaviours  \u003Cbr>Improve  \u003Cbr>organisation to  \u003Cbr>manage time and  \u003Cbr>workload.  \u003Cbr>Following  \u003Cbr>discussion  \u003Cbr>around workload  \u003Cbr>manager agreed  \u003Cbr>to review team  \u003Cbr>job roles   | Employee/Manager to  \u003Cbr>work together to  \u003Cbr>identify a suitable  \u003Cbr>Coach/Mentor within  \u003Cbr>the university to  \u003Cbr>support employee.  \u003Cbr>Employee to sign up to  \u003Cbr>internal Outlook  \u003Cbr>training to help with  \u003Cbr>organisational tools.  \u003Cbr>Manager to revisit  \u003Cbr>teams job roles to  \u003Cbr>ensure tasks are fairly  \u003Cbr>distributed.   | To be reviewed  \u003Cbr>in [4 weeks]on  \u003Cbr>[date]   | (4 week review  \u003Cbr>date]  \u003Cbr>Record progress  \u003Cbr>of actions agreed.  \u003Cbr>To be reviewed  \u003Cbr>again on [date]   | Standard  \u003Cbr>expected  \u003Cbr>to be  \u003Cbr>achieved  \u003Cbr>within 8  \u003Cbr>weeks and  \u003Cbr>by [date]   |","cbCaiguYfVxfOU5a","https://ap.wps.com/l/cbCaiguYfVxfOU5a","pdf",356961,"English","# PIP Guidance\n## Target Area and Performance Concern Examples\n## Expected Standard and Agreed Actions\n## Support Required and Review Plan","[{\"question\":\"What should line managers record in the PIP Form Template for a target area?\",\"answer\":\"They should capture the target area where performance standards were not met, along with performance concerns and dated examples showing how and when the standard was not met.\"},{\"question\":\"How are expected standards and “good look like” described in the template?\",\"answer\":\"Managers specify the expected standard of performance, including clear descriptions of what good looks like for the employee in that target area.\"},{\"question\":\"What review information is included in the PIP template?\",\"answer\":\"The template includes an agreed review date, review notes documenting improvements and future review dates, and a date to achieve the expected standard.\"}]","PIP Guidance - Examples for Completing the PIP Form Template | PDF",1789844257]