The purpose of the performance improvement plan is to identify performance deficiencies and to provide a clear concise mechanism for improving performance to a standard of Meets Expectation or Exceeds Expectations.  Thought and consideration should be given to training and other resources that may be available to help the employee reach the required standard. The employee should understand that the intent of the plan is to help him/her be successful in their job.

Performance Improvement Plan Outline

  1. State the performance concern or issue. Be specific. State the impact:  i.e.  The grant files are not maintained in an orderly manner. The required documents are hard to find. The consent forms for seven of the twenty study participants have expired. If the files are not maintained properly, the grant can be taken away. The consent forms are critical in that they show we are authorized to conduct our testing.
  2. Expectation/Standard: Maintain the files within the regulatory guidelines. All consent forms should be attached to inside cover of the folder. A new signed consent form should be obtained every sixty days. All current participant medications should be listed and included in the file. Research notes should be filed within 24 hours of receipt from the investigator. All files should be kept in the appropriate file drawer in alphabetical order.
  3. Goal and timetable: The files will be correctly maintained 100% of the time. Over the next 30 days you are expected to organize the files alphabetically. Contact the seven study participants and request that they come by your office on their next visit to sign a new consent form. File all interview and research notes in the appropriate participant file. You are to let me know immediately if you have trouble contacting any of the participants.
  4. Develop an action plan:
    • What will the manager do to help the employee accomplish the goals within the desired time frame? Provide formal training? Peer coaching or mentoring, demonstrations,  etc.
    • What will the employee do to facilitate improvement?  Attend training, self-help measures, attend classes taught by colleagues?
  5. Follow up: Tell the employee when the next meeting will be to evaluate his/her progress on the plan.
  6. Consequence: It is important to let the employee know the consequence of unimproved performance, i.e. corrective action may follow. However, it is equally if not more important to let the employee know that the intent of this plan is to help them be successful in their job and to let them the know the importance of their contribution to the overall mission of the department/university.
  7. Get signatures and dates on the plan when it is presented to the employee.