Sometimes employees get off track towards achieving performance expectations. There may be one or multiple reasons. Sometimes a quick analysis can be done to get back on track. In some cases a more formalized process is needed to help the employee identify performance gaps and refocus. A Performance Improvement Plan (PIP), or Performance Action Plan (PAP), can be used to give an employee with performance gaps the opportunity to succeed. It's purpose is to communicate and address gaps related to specific job goals or to amend behavior-related concerns.
The City of Dallas has a formal process. The process is a partnership between the supervisor and employee. Both work together to put a plan in place to close performance and/or behavior-related gaps.
An Improvement Plan is not considered disciplinary action. It is a positive engagement event between the supervisor and employee. However, it is important to inform the employee of potential consequences if the gaps are not successfully closed within the specified time period.
The information below outlines the process to use to implement an improvement plan.
Performance Improvement Plans consist of the following process steps
- Determine if an improvement plan is needed
- Meet with the employee to discuss the plan
- Request a template
- Initiate and complete the process steps