08) The Performance improvement plan.

Employees who have recently joined or are unsure about performance standards can use the Performance Improvement Plan (PIP), as can employees who often fall short of work ethic and their performance may involve the start of a continuous work ethic. .
The process document is important because it facilitates work negotiations, captures areas of concern and solutions, and serves as legal and decision-making documents. PIP will take a different format depending on the employer, but must include the following:

• Employee information.

• Relevant dates.

• Description of performance discrepancy/gap.                          

• Description of expected performance.                                       
  

• Description of actual performance.                                           

• Description of consequences.

• Plan of action.

• Signatures of the manager and the employee.

• Evaluation of plan of action and overall performance improvement plan.

A statement about expectations for continuous or constant performance should be included to ensure that genuine performance gains are accomplished. These papers can also safeguard the company if an employee's performance falls short of expectations and disciplinary action is necessary. If the PIP is part of a disciplinary procedure that potentially result in termination, the document must declare that failing to meet expectations may result in termination, and that this can happen with or without the employee's signature on the PIP. The employee must be aware of the consequences of failing to meet the PIP's objectives. For further information, see How to Develop a Performance Improvement Plan.

References..

• SHRM. 2021. Managing Employee Performance. [online] Available at: <https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingemployeeperformance.aspx>
•  [Accessed 15 December 2021].