2022-08-02_shameema.cadersaibe_Updated Performance Improvement Plan .docx

The purpose of this Performance Improvement Plan (PIP) is to outline areas of concern in your role, gaps in your work performance, reiterate the expectations of TheKey, and allow you the opportunity to constructively address the concerns and demonstrate improvement in your work with the company.

Responsibilities

It is agreed that as part of the Performance Improvement Plan the responsibilities will be as follows:

Employee

Use every opportunity to meet the performance expectations outlined in this plan.

Report immediately to the Supervisor/Manager any circumstances that may impact your ability to meet the performance expectations outlined in this plan.

Take responsibility for engaging in the development of the Performance Improvement Plan and actively participate in the review process.

Supervisor / Manager

Document any process made.

Conduct weekly review meetings for the duration of the plan.

Address any issues that arise through the plan with the employee.

Provide constructive, timely feedback and reasonable support on an ongoing basis.

Identify and provide reasonable support to the employee to achieve the performance improvement objectives outlined in the plan.

Areas of Concern:

Bullet point the objective issues and how the employee’s lack of performance and/or negative behavior has impacted his/her co-workers, the company, and/or the company’s clients or business

Use as many bullets as apply for each distinct area but be cautious to only include those issues that are significant and do not over-document

Observations, Previous Discussions or Reviews:

Recap dates/times you have addressed this issue(s) in the recent and relevant past.  Reference any prior documents such as performance reviews, written warnings, or emails where applicable

Use as many bullets as apply for each distinct area but be cautious to only include those issues that are significant and do not over-document

Improvement Expectations and Activity Goals: Briefly outline the areas of improvement required by the Company and goals related to areas of concern to be improved and addressed:

Improvement Expectations and Assessment Goals:  Clearly outline the performance expectations that need to be achieved. Listed below are resources available to you to fulfill your Improvement Expectations (may include other people’s time or expertise, funds for training materials and activities, etc.)

Progress Checkpoints:  The following schedule will be used to evaluate your progress in meeting your Improvement Expectations:

Detail the Improvement Expectations and at what time frame each will be evaluated, as well as how the evaluation will be done.  For example, weekly in-person or telephone meetings to check progress on deliverables, weekly review of system reports, etc. Ensure timeframes are realistic for each Expectation.

Final Review

Complete a final review of the plan once the time frame is expired.

Outcome

Outline the recommendations on how to proceed. This may include, but is not limited to, extending the plan or taking disciplinary action if the employee’s performance has not improved within a reasonable timeframe.

Timeline for Improvement, Consequences & Expectations:

Effective immediately, you are placed on a (insert 30, 60, or 90)-day PIP.  During this time, you will be expected to make regular progress on the plan outlined above.  Failure to meet, exceed or sustain these expectations or any other area of concern may result in further disciplinary action, up to and including termination.  In addition, if there is no significant improvement to indicate that the expectations and goals will be met within the timeline indicated in this PIP, your employment may be terminated prior to (insert 30, 60, or 90) days.  Furthermore, 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 relationship between you and TheKey. Should you have questions or concerns regarding the content, please contact me or a member of the Human Resources Department.  We hope that with your commitment and our support that these performance issues will be resolved.

My signature acknowledges that these issues have been brought to my attention and does not necessarily constitute agreement with the statements contained within the document.

Employee Signature							Date

Manager Signature							Date

Witness Signature (Use if the Employee declines to sign document)		Date

This Performance Improvement is made between | This Performance Improvement is made between

Employee Name: | Title:

Manager Name: | Date:

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Performance Improvement Expectations
What goals need to be achieved? | Agreed Performance Improvement Indications and Timeframes
How are the required outcomes going to be measured? | Strategies/Actions/Tasks
How is the outcome going to be achieved?

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Date | Action/Task | Progress Notes

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Performance Improvement Expectations | Goals Achieved/Not Achieved | Comments/Action Required

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