2.8.2 Performance Improvement Plan (PIP)

A Performance Improvement Plan (PIP) is a tool that is used by supervisors to help employees improve performance and/or modify behavior.  The PIP is designed to identify performance and/or behavioral issues that need to be corrected and is addressed in a written plan of action to guide the improvement and/or corrective action.
PIPs play an integral role in correcting performance discrepancies.  A basic component of all Performance Management efforts is early communication and early feedback (both positive and corrective) which are good ways to prevent future performance problems.  The PIP can be an effective tool in preventing problems from getting worse or for intervening when performance and/or workplace behavior have become counterproductive.
Examples of PIPs may include the following performance discrepancies:
  • Example 1: Employee fails to complete tasks in order of their priority.
  • Example 2: Employee fails to maintain good interpersonal working relationships with other staff members, including supervisor.
Employees who receive an overall performance score of less than three (3) on two consecutive Annual Comprehensive Performance Evaluations will receive a PIP.  However, a PIP is not a required condition precedent to other employment actions, so that the failure of a supervisor to utilize a PIP does not limit the use of other employment actions.     
The Supervisor, with input from the employee, will develop the improvement plan.  The Supervisor and his or her supervisor, along with a representative from the Division of Human Resources will review the improvement plan to ensure consistent and fair treatment of employees across the organization.  The Supervisor will monitor and provide feedback to the employee regarding his or her performance on the (PIP) and may take additional disciplinary action, if warranted.