Performance Improvement Plan Process

A Performance Improvement Plan Process is a management process that creates performance plans (to support employee development and performance remediation tasks).

• AKA: PIP Process, Performance Enhancement Process, Employee Improvement Process.
• Context:
  • Process Duration: 30-90 Day Period, with milestone checkpoints
  • Process Participants: employee, manager, HR representative
  • Process Measures: performance metrics, improvement indicators, goal achievement
  • ...
  • It can typically establish Performance Baseline through current performance assessment.
  • It can typically identify Performance Gap through documented evidence collection.
  • It can typically define Performance Targets through SMART goal setting.
  • It can typically create Support Framework through resource allocation.
  • It can typically monitor Progress Indicators through regular check-ins.
  • ...
  • It can often utilize Feedback Loops through progress review meetings.
  • It can often implement Training Interventions through skill development programs.
  • It can often provide Resource Support through mentoring sessions.
  • It can often maintain Documentation Practices through progress tracking systems.
  • ...
  • It can range from being a Basic Performance Plan to being a Comprehensive Development Strategy, depending on its organizational requirements.
  • It can range from being a Focused Skill Intervention to being a Multi-Domain Improvement Program, depending on its performance scope.
  • ...
  • It can have Stage Structure with process phases:
    • Assessment Stage for performance issue identification.
    • Planning Stage for improvement strategy development.
    • Communication Stage for stakeholder alignment.
    • Monitoring Stage for progress evaluation.
  • ...
  • It can integrate with HR System for documentation management.
  • It can connect to Training System for capability development.
  • It can support Performance Review System for progress tracking.
  • ...
• Examples:
  • Performance Plan Types, such as:
    • Sales Performance Plans, such as:
      • Sales Target Achievement Plan for revenue goal attainment.
      • Customer Service Improvement Plan for service quality enhancement.
    • Technical Performance Plans, such as:
      • Technical Skill Development Plan for capability building.
      • Project Delivery Improvement Plan for delivery efficiency.
  • Implementation Timelines, such as:
    • 30-Day Plans, such as:
      • Immediate Action Plan for critical performance issues.
      • Quick Turnaround Plan for specific skill gaps.
    • 90-Day Plans, such as:
      • Comprehensive Development Plan for multi-skill improvement.
      • Extended Support Plan for complex performance issues.
  • Outcome Categories, such as:
    • Successful Completions, such as:
      • Performance Enhancement Achievement with target attainment.
      • Role Optimization Result with capability alignment.
    • Alternative Outcomes, such as:
      • Role Adjustment Decision for fit optimization.
      • Exit Process Initiation for non-improvement scenarios.
  • ...
• Counter-Examples:
  • Annual Performance Review, which focuses on evaluation rather than active improvement.
  • Career Development Plan, which targets long-term growth rather than immediate performance gaps.
  • Disciplinary Action Process, which emphasizes consequence management rather than development support.
  • Training Program, which provides general skill development rather than targeted performance improvement.
• See: Performance Management System, Employee Development Program, HR Process, Management Practice, Talent Development Strategy.

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References

• Davidson Morris (2024). Performance Improvement Plan Guidelines.
• Harvard Business Review (2024). When a Performance Improvement Plan Could Help Your Employee.
• SHRM (2024). How to Establish a Performance Improvement Plan.

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