{"id":169,"date":"2014-07-15T00:05:50","date_gmt":"2014-07-15T00:05:50","guid":{"rendered":"https:\/\/www.jsums.edu\/staffhandbook\/?page_id=169"},"modified":"2014-07-15T00:05:50","modified_gmt":"2014-07-15T00:05:50","slug":"2-8-2performance-improvement-plan-pip","status":"publish","type":"page","link":"https:\/\/www.jsums.edu\/staffhandbook\/2-8-2performance-improvement-plan-pip\/","title":{"rendered":"2.8.2\tPerformance Improvement Plan (PIP)"},"content":{"rendered":"<div style=\"text-align: justify\">\n\tA Performance Improvement Plan <strong>(PIP)<\/strong> is a tool that is used by supervisors to help employees improve performance and\/or modify behavior.&nbsp; The <strong>PIP<\/strong> 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.\n<\/div>\n<div style=\"text-align: justify\">\n\t&nbsp;\n<\/div>\n<div style=\"text-align: justify\">\n\tPIPs play an integral role in correcting performance discrepancies.&nbsp; 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.&nbsp; The<strong> PIP<\/strong> can be an effective tool in preventing problems from getting worse or for intervening when performance and\/or workplace behavior have become counterproductive.\n<\/div>\n<div style=\"text-align: justify\">\n\t&nbsp;\n<\/div>\n<div style=\"text-align: justify\">\n\tExamples of PIPs may include the following performance discrepancies:\n<\/div>\n<div>\n\t&nbsp;\n<\/div>\n<ul>\n<li>\n<div>\n\t\t\tExample 1: Employee fails to complete tasks in order of their priority.\n\t\t<\/div>\n<\/li>\n<li>\n<div>\n\t\t\tExample 2: Employee fails to maintain good interpersonal working relationships with other staff members, including supervisor.\n\t\t<\/div>\n<\/li>\n<\/ul>\n<div style=\"margin-left: 0.5in\">\n\t&nbsp;\n<\/div>\n<div style=\"text-align: justify\">\n\tEmployees who receive an overall performance score of less than three (3) on two consecutive Annual Comprehensive Performance Evaluations will receive a PIP.&nbsp; 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.&nbsp;&nbsp; &nbsp;&nbsp;\n<\/div>\n<div style=\"text-align: justify\">\n\t&nbsp;\n<\/div>\n<div style=\"text-align: justify\">\n\tThe Supervisor, with input from the employee, will develop the improvement plan.&nbsp; 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.&nbsp; The Supervisor will monitor and provide feedback to the employee regarding his or her performance on the <strong>(PIP) <\/strong>and may take additional disciplinary action, if warranted.\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>A Performance Improvement Plan (PIP) is a tool that is used by supervisors to help employees improve performance and\/or modify behavior.&nbsp; 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. &nbsp; PIPs play [&hellip;]<\/p>\n","protected":false},"author":78,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"open","ping_status":"open","template":"","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0},"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.jsums.edu\/staffhandbook\/wp-json\/wp\/v2\/pages\/169"}],"collection":[{"href":"https:\/\/www.jsums.edu\/staffhandbook\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.jsums.edu\/staffhandbook\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.jsums.edu\/staffhandbook\/wp-json\/wp\/v2\/users\/78"}],"replies":[{"embeddable":true,"href":"https:\/\/www.jsums.edu\/staffhandbook\/wp-json\/wp\/v2\/comments?post=169"}],"version-history":[{"count":1,"href":"https:\/\/www.jsums.edu\/staffhandbook\/wp-json\/wp\/v2\/pages\/169\/revisions"}],"predecessor-version":[{"id":170,"href":"https:\/\/www.jsums.edu\/staffhandbook\/wp-json\/wp\/v2\/pages\/169\/revisions\/170"}],"wp:attachment":[{"href":"https:\/\/www.jsums.edu\/staffhandbook\/wp-json\/wp\/v2\/media?parent=169"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}