Performance Improvement Plan

Performance Improvement Plan (PIP):  

 Performance Improvement Plan Form 

 

 What is the purpose of a Performance Improvement Plan (PIP)?  

 A Performance Improvement Plan (PIP) is a structured, time‑bound tool used to correct and clarify performance expectations, establish supports, and define success measures within a set timeline. 

 Depending on the seriousness or impact of the behavior, a PIP may be initiated as an early intervention or issued as a final opportunity to meet expectations without prior coaching. 

 

 When should I implement a Performance Improvement Plan (PIP)?  

 Use a PIP when any of the following are present: 

 

 Sustained shortfalls against defined performance standards, deliverables, or deadlines, 

 Quality or accuracy issues that materially affect students, colleagues, or operations, 

 Patterns of unreliability (e.g., responsiveness, follow‑through, preparation) that impede results, 

 Professional conduct or collaboration concerns that hinder effective work (non‑egregious), 

 A serious incident that warrants a formal corrective plan in lieu of immediate separation. 

 

 Do not use a PIP for egregious misconduct or policy violations (e.g., discrimination, harassment, safety threats). Consult HR immediately; disciplinary procedures may be more appropriate. 

 

 What are the required components of a Performance Improvement Plan (PIP)?  

 

 Objective Summary of Issues: Provide facts, concrete examples, dates, and data illustrating the performance gap and any historical context relevant to the current situation. Include prior notices if applicable. 

 Expectations: Define expectations for improving the specific performance issue. Ensure expectations are specific and time‑ 

 Success Measures/Evidence: Specify how progress will be verified (e.g., artifacts, data, reports, observations). 

 Support & Resources: List what assistance will be provided and by whom (e.g., training, mentoring, job aids, technology, workload adjustments). 

 Timeline & Check ‑ Ins : Indicate frequency and specific meeting dates. A typical duration is 30–90 days with weekly/biweekly reviews. 

 Roles & Responsibilities : actions required of the employee and the supervisor. 

 Consequences : Per policy, continued deficiency may lead to further discipline up to and including termination. Any decision to terminate employment will be done in consultation with Human Resources. 

 Signatures & Routing: Obtain all required approvals and distribute copies (see below) 

 Follow-Up: Provide progress report to HR at the completion of check-ins and the completion of the PIP. Document the outcome: Met / Partially Met / Not Met (and next action). 

 

 

 Signature Routing, Distribution, & Acknowledgement 

 Signatures and documentation routing will be determined by the employee’s position type and unit/HR file retention practices. 

 

 Faculty: faculty, chair, dean, the Office of the Provost, and Human Resources. 

 Staff: employee, the supervisor/department head, and Human Resources. 

 

 Note: The employee’s signature acknowledges receipt and discussion, not agreement. An employee response may be attached and included with the PIP packet. 

 

 Best Practices for Supervisors when implementing/completing a Performance Improvement Plan (PIP) 

 

 When completing the PIP Template, supervisors may include as many or as few examples or points as needed; the numbered and bulleted lines are provided as a guide. 

 Use specific, objective language aligned with the position description and/or unit priorities; avoid generalities. 

 Adhere to the check‑in cadence; provide written summaries. 

 Offer reasonable supports, log them, and track progress. 

 Consult HR and Academic Affairs if new issues (performance or conduct) arise. 

 

 

 Questions about an Employee Performance Improvement Plan? Contact the Human Resources Department at 870-972-3454 or hr@astate.edu