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Document Id performance_improvement_plan.docx.pdf
Document Title Performance Improvement Plan.Docx
Reference https://docs.google.com/document/d/1ZkBFY3-JmnXuoTZFcp4-mTdB1jvIMxwO/export?format=pdf
Publisher Not specified
Categorization Human Resource Management Performance Management
Document Source 16035 characters in 0 pages. (pdf)
Tags performance improvement, employee management, underperformance, training, feedback, performance review, employee responsibilities, support strategies, assessment
The Performance Improvement Plan (PIP) template is designed to assist managers in addressing employee underperformance effectively. It provides a structured approach to identify performance issues, set improvement objectives, and outline necessary support and responsibilities for both the employee and manager. The template includes color-coded sections for easy customization, guiding users through the steps of planning, meeting with the employee, monitoring progress, and reviewing outcomes. Key components include defining specific performance objectives, required outcomes, strategies for improvement, and consequences for failing to meet expectations. This resource is intended for managers seeking to enhance employee performance while ensuring compliance with employment rights and entitlements, with references to additional resources available through Fair Work Australia.
The Performance Improvement Plan (PIP) template serves as a comprehensive guide for managers to address and rectify employee underperformance. It emphasizes a systematic approach to performance management, ensuring that both the employee and manager understand their roles and responsibilities throughout the improvement process. The document is structured into several key steps: planning, meeting with the employee, monitoring performance, and reviewing progress. In the planning phase, managers are encouraged to clearly identify the specific areas where the employee's performance is lacking. This involves setting measurable performance improvement objectives that are realistic and achievable. The template prompts managers to detail the required outcomes, which should be quantifiable, such as processing a certain number of customer orders within a specified timeframe. During the meeting with the employee, managers must communicate the expectations for improvement, the support that will be provided (such as training), and the responsibilities of both parties. This step is crucial for fostering a collaborative environment where the employee feels supported in their efforts to improve. Monitoring is an ongoing process where managers regularly check in with the employee to discuss progress and provide feedback. This ensures that any issues can be addressed promptly, and adjustments to the plan can be made as necessary. The review phase involves scheduled meetings to assess the employee's performance against the established objectives. Both the employee and manager are encouraged to evaluate progress and update the plan to reflect any changes in circumstances or additional support needed. The template also includes sections for documenting the employee's self-assessment and the manager's assessment, promoting accountability and transparency in the performance review process. Additionally, it outlines the consequences of failing to meet the required outcomes, which may include formal warnings or further disciplinary action. Overall, the PIP template is a valuable tool for managers aiming to enhance employee performance while adhering to fair employment practices. It provides a clear framework for addressing underperformance, fostering communication, and supporting employee development.

Original content extracted from the source document.

Performance improvement plan template

You can use this template to help you develop a performance improvement plan with your employee. steps checklist and Underperformance meeting plan template.

We recommend that you use this plan in conjunction with our Managing underperformance - the initial A performance improvement plan is a document that sets out what the problem is with your employee's performance and what they need to do to improve it. This template has been colour coded to help you complete it. Simply replace the red < > writing with what applies to your employee and situation. Explanatory information is shown in blue italics to assist you and can be deleted.

Suggested steps for developing a performance improvement plan For more information on managing underperformance, see our online learning courses at www.fairwork.gov.au/learning. For information about minimum employment rights and entitlements you can also call the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au . Step 1: Plan Use the template to prepare a performance improvement plan for your employee. Begin by clearly identifying the specific area or areas in which the employee needs to improve their performance. Step 2: Meet with your employee Next, explain what your employee needs to do to improve their performance and how they can do this, along with what support you'll provide to them (eg. training). Also explain to them what their responsibilties are, and what your responsibilities are. Give your employee a reasonable time to improve their performance and set a date or dates for further review. Finally, explain what will happen if your employee's performance doesn't improve. Both you and your employee should sign and keep a copy of the plan.

Step 3: Monitor

Monitor your employee's performance while the plan is in place. Regularly check-in with your employee over that period to discuss their progress.

Step 4: Review

Meet at the times set out in the plan to review your employee's performance. Before these meetings, both you and your employee should assess their performance. After these meetings, you should update the plan to make sure it stays current (eg. to explain what your employee still needs to improve, and any further support that you'll provide).

PERFORMANCE IMPROVEMENT PLAN

| Details | Details | |--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------| | Employee name | | | Employee position and level | | | Manager name | | | Manager position | | | Date of plan | | | Period of plan | to Typically 6 - 8 weeks | | Interim review date | | | Final review date | | | Performance improvement objective: Describe the specific area in which the employee's performance needs to improve. eg. - Objective: Timely and accurate processing of customer orders | Performance improvement objective: Describe the specific area in which the employee's performance needs to improve. eg. - Objective: Timely and accurate processing of customer orders | | Required outcomes | |

| Details | Details | |------------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------| | | Describe what the employee needs to do to improve their performance to the required standard. The required outcomes should be specific, measurable and realistic. In most cases, the required outcomes should be described as a measurement of quality, quantity or timeliness. eg. ● Process all customer orders within 48 hours of receipt. ● Process at least 15 orders each day. ● Complete order-related paperwork neatly and accurately. | | Strategies | Describe how the employee is going to meet the required outcomes. eg. ● Your priority task at all times will be processing customer orders. ● If you have any questions (eg. you're not sure how to complete a task, or if you're asked to complete a different task), you must immediately raise this with your manager. | | Support | Describe what support you're going to provide to the employee to meet the required outcomes. eg. ● Your manager will provide you with refresher training on the order software. ● Your manager will meet with you each Monday to provide you with feedback on your progress against the required outcomes. | | Responsibilities | Describe the responsibilities of the employee, their manager and any other relevant parties. |

| Details | Details | |-----------------------------------------------------------------------------------|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------| | | eg. Employee: ● to meet the required outcomes by the final review date. ● to participate in refresher training on the order software and weekly feedback meetings with your manager, as well as any other training or development activities that your manager considers appropriate. Manager: ● to provide you with on-the-job support. ● to provide you with refresher training on the order software. ● to conduct weekly feedback meetings. | | Consequences | Describe the consequences if the employee doesn't meet the required outcomes by the final review date. eg. If you fail to meet the required outcomes by the review date, without a reasonable excuse, you will be given a final written warning. | | Performance improvement objective: Repeat for additional objectives | Performance improvement objective: Repeat for additional objectives | | Required outcomes | | | Strategies | | | Supports | | | Responsibilities | | | Consequences | |

Manager signature:

Employee signature:

Print name:

Print name:

Date:

Date:

Employee self-assessment

Employee to complete before the interim and final review meeting.

How do you think you have performed against each of your performance improvement objectives?

<Employee comments>

Other comments:

<Employee comments>

Employee signature:

Print name:

Date:

Manager assessment

Manager to complete before the interim and final review meeting.

How do you think the employee has performed against each of their performance improvement objectives?

<Manager comments>

Other comments:

<Manager comments>

Manager signature:

Employee signature:

Print name:

Print name:

Date:

Date:

Chunk 0 from Page 1 (Performance improvement plan template)

You can use this template to help you develop a performance improvement plan with your employee. steps checklist and Underperformance meeting plan template. We recommend that you use this plan in conjunction with our Managing underperformance - the initial A performance improvement plan is a document that sets out what the problem is with your employee's performance and what they need to do to improve it. This template has been colour coded to help you complete it. Simply replace the red < > writing with what applies to your employee and situation. Explanatory information is shown in blue italics to assist you and can be deleted.

Chunk 1 from Page 1 (Performance improvement plan template)

Suggested steps for developing a performance improvement plan For more information on managing underperformance, see our online learning courses at www.fairwork.gov.au/learning. For information about minimum employment rights and entitlements you can also call the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au . Step 1: Plan Use the template to prepare a performance improvement plan for your employee. Begin by clearly identifying the specific area or areas in which the employee needs to improve their performance. Step 2: Meet with your employee Next, explain what your employee needs to do to improve their performance and how they can do this, along with what support you'll provide to them (eg. training). Also explain to them what their responsibilties are, and what your responsibilities are. Give your employee a reasonable time to improve their performance and set a date or dates for further review. Finally, explain what will happen if your employee's performance doesn't improve. Both you and your employee should sign and keep a copy of the plan.

Chunk 2 from Page 1 (Step 3: Monitor)

Monitor your employee's performance while the plan is in place. Regularly check-in with your employee over that period to discuss their progress.

Chunk 3 from Page 1 (Step 4: Review)

Meet at the times set out in the plan to review your employee's performance. Before these meetings, both you and your employee should assess their performance. After these meetings, you should update the plan to make sure it stays current (eg. to explain what your employee still needs to improve, and any further support that you'll provide).

Chunk 4 from Page 2 (PERFORMANCE IMPROVEMENT PLAN)

Employee name, Details = . Employee position and level, Details = . Manager name, Details = . Manager position, Details = . Date of plan, Details = . Period of plan, Details = to Typically 6 - 8 weeks. Interim review date, Details = . Final review date, Details = . Performance improvement objective: Describe the specific area in which the employee's performance needs to improve. eg. - Objective: Timely and accurate processing of customer orders, Details = Performance improvement objective: Describe the specific area in which the employee's performance needs to improve. eg. - Objective: Timely and accurate processing of customer orders. Required outcomes, Details =

Chunk 5 from Page 3 (PERFORMANCE IMPROVEMENT PLAN)

, Details = Describe what the employee needs to do to improve their performance to the required standard. The required outcomes should be specific, measurable and realistic. In most cases, the required outcomes should be described as a measurement of quality, quantity or timeliness. eg. ● Process all customer orders within 48 hours of receipt. ● Process at least 15 orders each day. ● Complete order-related paperwork neatly and accurately.. Strategies, Details = Describe how the employee is going to meet the required outcomes. eg. ● Your priority task at all times will be processing customer orders. ● If you have any questions (eg. you're not sure how to complete a task, or if you're asked to complete a different task), you must immediately raise this with your manager.. Support, Details =

Chunk 6 from Page 3 (PERFORMANCE IMPROVEMENT PLAN)

Describe what support you're going to provide to the employee to meet the required outcomes. eg. ● Your manager will provide you with refresher training on the order software. ● Your manager will meet with you each Monday to provide you with feedback on your progress against the required outcomes.. Responsibilities, Details = Describe the responsibilities of the employee, their manager and any other relevant parties.

Chunk 7 from Page 4 (PERFORMANCE IMPROVEMENT PLAN)

, Details = eg. Employee: ● to meet the required outcomes by the final review date. ● to participate in refresher training on the order software and weekly feedback meetings with your manager, as well as any other training or development activities that your manager considers appropriate. Manager: ● to provide you with on-the-job support. ● to provide you with refresher training on the order software. ● to conduct weekly feedback meetings.. Consequences, Details = Describe the consequences if the employee doesn't meet the required outcomes by the final review date. eg. If you fail to meet the required outcomes by the review date, without a reasonable excuse, you will be given a final written warning.. Performance improvement objective: Repeat for additional objectives, Details = Performance improvement objective: Repeat for additional objectives. Required outcomes, Details = . Strategies, Details = . Supports, Details = . Responsibilities, Details = . Consequences, Details = Manager signature: Employee signature: Print name: Print name: Date: Date:

Chunk 8 from Page 6 (Employee self-assessment)

Employee to complete before the interim and final review meeting. How do you think you have performed against each of your performance improvement objectives? Other comments: Employee signature: Print name: Date:

Chunk 9 from Page 7 (Manager assessment)

Manager to complete before the interim and final review meeting. How do you think the employee has performed against each of their performance improvement objectives? Other comments: Manager signature: Employee signature: Print name: Print name: Date: Date:

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