SAMPLE. Instructions. Section 1 Performance Improvement Plan; Performance Improvement Plan period and review dates; Acknowledgments

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1 Performance Improvement Plan Employee Details Employee name: Department: Manager name: Performance Improvement Plan Period From: To: Instructions Position title: Commencement date: Position title: Each of the following sections must be completed as part of the Performance Improvement Plan process: Section 1 Performance Improvement Plan; Performance Improvement Plan period and review dates; Acknowledgments Section 2 Performance Improvement Review Meetings Log Section 3 Outcome of the Performance Improvement Plan; Acknowledgements Please read the Notes prior to completion of this Performance Improvement Plan

2 Notes This Performance Improvement Plan (PIP) is to be used where it has been found you have not met established performance objectives, capabilities or behaviours. Identification of the underperformance may have occurred as a result of the formal Performance Development Review where a low or unacceptable rating was assigned to you or as a consequence of observation during normal feedback and monitoring processes. Once the PIP is established, your manager will provide frequent and ongoing feedback regarding your performance and progress towards the required achievements of objectives, capabilities or behaviours. If you fail to meet and/or sustain the required performance expectations contained in your PIP, the manager may: Extend the timeline for correcting your performance or behaviour Adjust the PIP to include additional or different support mechanisms Initiate formal disciplinary process which may result in re-assignment to a more suitable role, demotion or termination Employee Responsibilities You are responsible for: Understanding your role and how it fits into the organisations overall objectives Understanding the performance expectations of your role, including objectives and required capabilities/behaviours Taking shared responsibility and actively participating in developing the PIP with your manager, including: identifying any issues that may be affecting your performance and how these may be resolved where they are within the manager/organisations control exploring effective strategies to assist you in reaching the required performance standards supporting the approach as to monitoring, reviewing and assessing the achievement of the agreed objectives within the PIP period, including participating in review meetings flexibility in amending the PIP where deemed appropriate to achieve the desired results Following the PIP and taking all measures which are reasonably possible to reach the agreed objectives within the specified time frames Manager Responsibilities Your manager is responsible for: Clearly communicating to you, in a timely manner, the expected performance standards, how these are not being met and the impact of this on the organisation Actively engaging with you in the development of the PIP and objectively taking into consideration the circumstances regarding your underperformance Providing you with regular and constructive feedback during the PIP period and assesses progress towards the required performance standards, including conducting regular review meetings Ensuring you have the required support and resources to enable you to reach your performance objectives Amending your PIP, in consultation with you, where changes are required to better assist you in meeting performance objectives Taking appropriate action where your performance does not meet agreed objectives or standards

3 Section 1 Performance Improvement Plan Performance area(s) below expected standards (what is the objective/capability/ behaviour that must be improved; include examples of the underperformance) Required performance standards (the performance objective/ capability/ behaviour that must be achieved on a consistent basis) Action/activities (to achieve required performance standards) Section 1 Performance Improvement Recommended Review Dates Confirm the Performance Improvement Plan Period and enter this on the first page of this form Recommended review dates during the Performance Improvement Plan Period: First Review meeting Second Review meeting Third Review meeting Support/resources (required to assist the employee in achieving required performance standards)

4 Acknowledgement of the Performance Improvement Plan The Performance Improvement Plan was completed and finalised on: I have reviewed Section 1 of this plan and have been advised of the required performance expectations and how improvement is expected to be achieved. I have made any comments I wish to make. The notes within Section 1 of the plan summarise the discussion that took place. The performance improvements outlined in Section 1 of this plan reflect my evaluation of the employee s performance and how they can achieve improvement. I have discussed Section 1 of this plan with the employee. Section 2 Performance Improvement Review Meetings Log Review meeting date Overview of performance improvement to date (referencing the Improvement Plan above) Employee signature: Manager signature: Performance level (at time of review meeting)

5 Review meeting date Section 3 Outcome of Performance Improvement Plan Performance outcome (to be complete by the manager at conclusion of PIP period Manager comments: *Recommend course of action to address continued underperformance Employee comments: Overview of performance improvement to date (referencing the Improvement Plan above) Exceeded performance objective(s) Acknowledgement of the Performance Improvement Plan outcome The Performance Improvement Plan was completed and finalised on: I have reviewed the completed plan and have been advised of the outcome. I have made any comments I wish to make. The notes within the plan summarise the discussion that took place. I have discussed the outcome of this plan with the employee. Met performance objective(s) Improvement but not met objective(s)* Employee signature: Manager signature: Performance level (at time of review meeting) *