Professional Documents
Culture Documents
Performance Improvement Plan
Performance Improvement Plan
Objective:
To enhance an employee’s performance under a strict supervision of the immediate
manager/supervisor
Salient Features
• If an Employee is unable to meet performance standards anytime during the
year, he/she will go through a Performance Improvement Plan (PIP).
• Further, any employee rated below expectation level during annual appraisal,
will go through PIP.
• Reporting manager, HR, CEO/MD and the underperforming employee are
involved in the plan.
• The duration for performance evaluation in PIP is 90 days.
• Reporting Manager will prepare a proper action plan and track the performance
weekly.
• Reporting manager will give weekly feedback to the Employee who is under PIP
assessment and document the same.
• If employee performance is not consistent even after the PIP or during
assessment, company reserves the right to separate him/her from employment.
• All performance related separations will be monitored and documented by HR
on case to case basis. In this case serving of notice period is reporting managers’
discretion.
• PIP covers only performance issues; in case of behavioral issues, principles of
code of conduct will apply.
Procedure
• Reporting manager identifies the case of underperformance and immediately
provides feedback on areas for improvement. This is documented on the same
date by the Reporting manager and sent to the employee over the mail.
• If the performance of the employee does not meet the set expectations, the
reporting manager informs HR and makes a PIP (Annexure A).
• The reporting manager shares the PIP with the employee in presence of HR and
same is recorded over mail.
• Signatures of the stakeholders are taken on the performance improvement plan.
• The employee performance is tracked and weekly review is done by the
reporting manager. The same is documented and shared with the employee over
the mail.
• At final review , if the employee does not meet the targets set in PIP, separation
process is initiated by HR with the final approval of business/function head.
If the employee successfully completes the PIP he/she is inducted back and remains
under review of manager and HR for another one month for consistent performance.
If performance issues still persist, separation is initiated.
HR files the whole exercise in the personnel file of the employee.
Note: The Company reserves the right to amend, modify, and revise any or all clauses
of this policy depending upon market practices or exigencies of business.
PERFORMANCE IMPROVEMENT PLAN
WEEK 1
SN REPOSIBILITIES OUTCOMES Manager’s TIMELINE EXPECTATION
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WEEK 2
SN REPOSIBILITIES OUTCOMES Manager’s TIMELINE EXPECTATION
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WEEK 3
REPOSIBILITIES OUTCOMES Manager’s TIMELINE EXPECTATION
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WEEK 4
REPOSIBILITIES OUTCOMES Manager’s TIMELINE Final Comments
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