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DCHR

DCHR

Performance Improvement Plan FAQ


Friday, March 6, 2020

Performance Improvement Plan FAQ

What is a Performance Improvement Plan?

A Performance Improvement Plan (PIP) is a performance document which identifies areas of performance in which the employee needs improvement.  It includes an action plan which identifies what the employee must do to improve performance during the performance management period.

Who is eligible for a PIP?

Any employee that has a finalized Performance Plan in PeopleSoft.

Who is not eligible for a PIP?

Any employee that does not have a finalized Performance Plan in PeopleSoft.

When is a PIP issued?
A PIP may be issued if the employee has a finalized Performance Plan in PeopleSoft and the supervisor observes and determines that the employee’s performance needs improvement.  A performance plan is only considered finalized once it has been written and implemented in PeopleSoft’s ePerformance module.

How long must an employee be on a finalized performance plan before a supervisor can issue a PIP?

Although there is no required period for the employee to be on a Performance Plan before a PIP may be issued, it is recommended that the employee first be allowed to demonstrate their performance against their Performance Plan for at least 30 days. In addition, the supervisor should ensure that there is adequate justification (e.g. coaching, training provided, documentation, clearly demonstrated poor performance) to issue a PIP.
 
How long does a PIP last?

A PIP may be issued for a 30, 60, or 90-day period, at the supervisor’s discretion.  The maximum length of time for a PIP during the performance management period is 90 days.

Can an employee’s performance in the past performance management period be considered when issuing a PIP in the new performance management period?
No. P.I.P.s are based on the employee’s current Performance Plan.

What happens if the employee does not “pass” the PIP?
 
These are the options that the supervisor must choose from when the PIP period has ended:
 
a. Extend the PIP for another 30-day period if the 90-day maximum PIP duration has not expired.
 
b. Adverse Action, which includes reassignment, reduction in grade, or removal of the employee in accordance with the District Personnel Manual’s (DPM) Chapter 16, “General Discipline and Grievances.”

What happens if the employee demonstrates the necessary improvement on the PIP?

If the employee performance meets the expectations outlined in the PIP and they are maintained for the duration of the performance management period, then there will be no further action required.  

What happens if the supervisor gives the employee a PIP and never gives the employee a written decision telling the employee the outcome?

If there is no written decision issued to the employee by the timelines specified in the District Personnel Manual (DPM) Chapter 14 “Performance Management”, then the understanding is that the employee successfully met the PIP expectations.  Meeting the expectations would have to be maintained throughout the performance management period to avoid further performance modification action taken.