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PIP Policy

A performance improvement plan (PIP) is used to address employee performance deficiencies and allow them to improve. It outlines areas of concern, goals for improvement, and activities and resources to help the employee. The employee is monitored during the PIP period, usually 3 months. Outcomes may include improved performance, extended PIP, or termination. HR oversees PIPs and provides guidance. Employees must meet targets to receive incentives during the PIP. Actions are taken depending on target achievement at the end of the PIP.

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2K views5 pages

PIP Policy

A performance improvement plan (PIP) is used to address employee performance deficiencies and allow them to improve. It outlines areas of concern, goals for improvement, and activities and resources to help the employee. The employee is monitored during the PIP period, usually 3 months. Outcomes may include improved performance, extended PIP, or termination. HR oversees PIPs and provides guidance. Employees must meet targets to receive incentives during the PIP. Actions are taken depending on target achievement at the end of the PIP.

Uploaded by

Ketaki Kishore Vaidya
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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PIP POLICY

A performance improvement plan (PIP), also known as a performance action plan, is a tool to
give an employee with performance deficiencies the opportunity to succeed. It may be used
to address failures to meet specific job goals or to ameliorate behaviour-related concerns.

Outcomes may vary, including improvement in overall performance; the recognition of a


skills or training gap; or possible employment actions such as a transfer, demotion or
termination.

HR's role includes:


 Determining whether a PIP is the appropriate action for the situation.
 Administering all PIPs in conjunction with the manager to prevent bias.
 Providing ongoing guidance to both the manager and employee throughout the plan.
Eligibility Criteria
An employee should have been completed minimum 3 months in the organization to be
eligible for a performance improvement plan (PIP).
Actions at end of PIP tenure
 Employee comes out of PIP

If an employee meets his targets given during the PIP and successfully comes out of it
then a mail should be sent to employee about the same by the HR.
 Employee partially achieve target

There could be a case where employee is not able to meet 100% target given during
PIP but achieves substantial portion of target. In such cases, both the Centre Head and
HR can take a decision to extend PIP tenure of employee so that employee should be
given another chance to prove himself. (80% on average of 3 months)
Employee should be communicated about same along with reason and an email
should be sent for the same.
 Employee do not meet target

In case where an employee does not meet the target then the organization can go
ahead and issue a disciplinary and may ask the employee to resign on the ground of
non-performance.

Eligibility for incentives during PIP


During the PIP the employee is eligible for incentives only on achieving 100% target. If the
employee fails to achieve his target for that particular month, he would not be eligible for any
incentives. The incentives earned during the PIP, shall be paid once the employee comes out
of the PIP. If the employee achieves 50% or less that 50% target in the first 2 months of the
PIP, then the services of the employee shall be terminated on the last day of the second
month.
PERFORMANCE IMPROVEMENT PLAN
Name: Position:
Date: Department:
From: To:
The purpose of this Performance Improvement Plan (PIP) is to define performance
deficiencies, clarify performance expectations, and allow you the opportunity to demonstrate
your ability to meet the performance expectations outlined below. To facilitate sustained
improvement, the following plan has been established. This plan may be modified as
necessary depending on your progress.
Areas of Concern:
1. ________________________________________________________________

2. ________________________________________________________________

3. ________________________________________________________________

4. ________________________________________________________________

Observations, Previous Discussions or Counselling:


_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________

Improvement Goals: These are the goals related to areas of concern to be improved and
addressed:

1.
2.

3.

Activity Goals: Listed below are activities that will help you reach each goal:
Goal # Activity How to Accomplish Start Date Projected
Completion
Date

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.)

1. ________________________________________________________________

2. ________________________________________________________________

3. ________________________________________________________________

Progress Updates: Performance will be monitored by Management with regular follow-up


meetings

Date Comment Manager Employee


Timeline for Improvement, Consequences & Expectations:
Effective immediately, you are placed on a 3 months PIP. During this time, you will be
expected to progress on the plan outlined above. Failure to meet or exceed these
expectations, or any display of gross misconduct may result in action up to and including
asking you to resign. Failure to maintain performance expectations after the completion of
the PIP may result in additional disciplinary action up to and including termination.
The 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 your Centre Head.
You are expected to meet with your Centre Head to review your progress. The dates of such
meetings are listed above. Please schedule accordingly.
By signing below, you acknowledge that you and your Centre Head has discussed this
performance improvement plan.

Particulars Name Signature Date

Employee Name

Centre Head

HR

Recommended Action: (Please tick one box)

Out of PIP

Continue in PIP for another period of ………………………………………….…………………

Not suitable to continue further with INFINITY


Centre Head Name: _____________________________ Date: _________________

HR: ________________________________________ Date: _________________

Employee Name: _____________________________ Date: _________________

Additional Comments:

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