Action Plan Template for Underperforming Employee

PERFORMANCE IMPROVEMENT PLAN (PIP)

CONFIDENTIAL

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I. EMPLOYEE INFORMATION

Employee Name: [___________________________]
Job Title: [___________________________]
Department: [___________________________]
Manager/Supervisor: [___________________________]
Date of Issuance: [___________________________]
Review Period Start Date: [___________________________]
Review Period End Date: [___________________________]

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II. PURPOSE OF THE PLAN

This Performance Improvement Plan (PIP) is designed to address specific performance deficiencies and provide the Employee with the necessary support and feedback to meet the expectations of their role. The purpose is to formalize the areas requiring improvement and establish a clear timeline for reaching and sustaining required performance standards.

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III. AREAS OF PERFORMANCE DEFICIENCY

The following areas have been identified as falling below the required standard of performance or behavioral expectation:

1. Deficiency 1: [__________________________________________________________________________]
2. Deficiency 2: [__________________________________________________________________________]
3. Deficiency 3: [__________________________________________________________________________]

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IV. PERFORMANCE OBJECTIVES & EXPECTATIONS

For each deficiency listed above, the following measurable goals and expectations are established:

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V. SUPPORT, RESOURCES, AND TRAINING

The Company will provide the following resources to assist the Employee in meeting the objectives stated above:

• Training/Mentorship: [_______________________________________________________]
• Resources/Tools: [_______________________________________________________]
• Scheduled Check-ins: Meetings shall occur on a [Weekly/Bi-weekly] basis, specifically scheduled for [Day of Week/Time].

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VI. CONSEQUENCES OF NON-COMPLIANCE

Failure to meet the objectives outlined in this PIP by the end of the review period, or a failure to maintain a satisfactory level of performance thereafter, may result in further disciplinary action, up to and including the termination of employment.

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VII. EMPLOYEE ACKNOWLEDGMENT

I, [Employee Name], acknowledge that I have received this Performance Improvement Plan and that its contents have been discussed with me. I understand the performance expectations and the consequences of failing to meet them. My signature below indicates my understanding of these requirements and my commitment to achieving the stated goals.

Employee Signature: __________________________ Date: [__________]

Manager Signature: ___________________________ Date: [__________]

HR Representative Signature: __________________ Date: [__________]

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VIII. MID-PERIOD REVIEW (For Internal Use)

Comments on progress as of [Date]:
[______________________________________________________________________________________]
Manager Initials: [____] Employee Initials: [____]

Template Document: Action Plan Template for Underperforming Employee

• Scope: This policy covers all full-time and part-time staff members who are currently failing to meet the established performance standards of their specific job roles.

• Document owner: Human Resources Department

• Effective date: [Date]

• Version: [Version number]

• Applies to: All departments and personnel within the organization

Roles and responsibilities

Procedure

1. Identify the specific performance deficiencies that necessitate the implementation of a formal improvement plan for the employee. (Responsible: Manager)
2. Schedule a private meeting with the employee to discuss the identified performance issues and the intent to initiate a plan. (Responsible: Manager)
3. Draft the formal plan document including clear objectives and the specific timeline for the [Number] day review period. (Responsible: Manager)
4. Submit the draft plan to the Human Resources representative for a formal review to ensure compliance with company policy. (Responsible: Manager)
5. Conduct a formal meeting to present the plan to the employee and obtain their signature on the document. (Responsible: Manager)
6. Provide the employee with all necessary training materials and resources required to achieve the objectives listed in the plan. (Responsible: Mentor)
7. Hold weekly check-in meetings to monitor progress and provide constructive feedback on the performance of the employee. (Responsible: Manager)
8. Document all interactions and progress updates in the central [Name of system] database for future reference. (Responsible: Manager)
9. Conduct a formal mid-period review to assess if the employee is meeting the milestones set for [Date]. (Responsible: Manager)
10. Finalize the performance evaluation at the end of the review period to determine if the employee has met the expectations. (Responsible: Manager)

Records and revision

• Prepared by: [Full name]
• Reviewed by: [Full name]
• Date completed: [Date]
• Signature: ______________________
• Date signed: [Date]