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Reference previous documents when applicable.  \nStep 1: Improvement Goals: These are the goals related to areas of concern to be improved and addressed:  \n\n| 1. |  |\n| --- | --- |\n| 2. |  |\n| 3. |  |\n\n.  \nStep 2: Activity Goals: Listed below are activities that will help you reach each goal:  \n\n| Goal \\# | Activity | How to Accomplish | Start Date | Projected\u003Cbr>Completion\u003Cbr>Date |\n| --- | --- | --- | --- | --- |\n|  |  |  |  |  |\n|  |  |  |  |  |\n|  |  |  |  |  |\n\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\n| 1. |  |\n| --- | --- |\n| 2. |  |\n| 3. |  |\n\nStep 4: Expectations: The following performance standards must be accomplished to demonstrate progress towards achievement of each Improvement goal:  \n\n| 1. |  |\n| --- | --- |\n| 2. |  |\n| 3. |  |\n| 4. |  |\n| 5. |  |\n\nStep 5: Progress Checkpoints: The following schedule will be used to evaluate your progress in meeting your Improvement activities.  \n\n| Goal \\# | Activity | Checkpoint\u003Cbr>Date | Type of Follow-up\u003Cbr>(memo/call/meeting) | Progress\u003Cbr>Expected | Notes |\n| --- | --- | --- | --- | --- | --- |\n|  |  |  |  |  |  |\n|  |  |  |  |  |  |\n|  |  |  |  |  |  |\n|  |  |  |  |  |  |\n\nFollow-up Updates: You will receive feedback on your progress according to the following schedule:  \n\n| Date Scheduled | Activity | Conducted By | Completion Date |\n| --- | --- | --- | --- |\n|  | 30-day Update Memo | [Supervisor/Manager] |  |\n|  | 45-day [or 60-day] Update Memo | [Supervisor/Manager] |  |\n|  | 60-day [or 75, or 90 – Day] Status Memo | [Supervisor/Manager] |  |\n\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, your employment may be terminated prior to (insert 60, 75, or 90) days. 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, you will be expected to follow up directly with me.  \nWe will meet again on as noted above to discuss your Performance Improvement Plan. Please schedule accordingly.  \nSignatures:  \nEmployee Name:   \nEmployee Signature:    \nDate:  \n___________________________  \nSupervisor/Manager Name:    \nSupervisor/Manager Signature:    \nDate:  \n___________________________","cbCaiiAvL4X3c8dD","https://ap.wps.com/l/cbCaiiAvL4X3c8dD","pdf",160272,"English","# Areas of Concern\n# Observations, Previous Discussions or Counseling\n# Step 1: Improvement Goals\n# Step 2: Activity Goals\n# Step 3: Resources\n# Step 4: Expectations\n# Step 5: Progress Checkpoints\n# Follow-up Updates\n# Timeline for Improvement, Consequences & Expectations\n# Signatures","[{\"question\":\"What is the purpose of the Performance Improvement Plan (PIP)?\",\"answer\":\"It defines significant areas of concern and performance gaps, reiterates expectations, and gives the employee an opportunity to demonstrate improvement and commitment.\"},{\"question\":\"What sections are included in the improvement plan steps?\",\"answer\":\"The template covers improvement goals, activity goals (with dates), resources, performance expectations, and progress checkpoints for evaluating the employee’s progress.\"},{\"question\":\"What are the potential consequences if expectations are not met?\",\"answer\":\"Failure to meet or exceed expectations, or gross misconduct, can lead to further disciplinary action up to and including termination, and employment may be terminated before the full timeline if there is no significant improvement.\"}]","Sample Performance Improvement Plan (PIP) - Confidential | PDF",1790097473]