I've had two conversations recently about employees who are not doing their jobs well--after repeated discussions about improvement. In both cases, the employee is incapable of doing the work--period. No amount of coaching, training, encouraging, mentoring, or managing is going to change that.
In both cases, strategic HR recommended a PIP (performance improvement plan).
In case #1, the position was going to be "upgraded" to a higher skill set. Given that, I advised that they just lay the person off and eliminate the job altogether.
In case #2, the person in the job is in a "protected class" so the HR dept. is forcing the manager to go with a PIP even though poor performance is well documented on the review and in several emails between the manager and the employee.
I thought you would all enjoy the language of the PIP that starts out with "You're doing great..but..." By now most of you know that a solid assessment up-front can prevent this from happening in the first place!
DOCUMENTATION OF PERFORMANCE IMPROVEMENT DISCUSSION
Name: Staff Member Department: Department
Manager: Your Name Date: Date
Purpose of session:
(Text, for example...) You are an important member of our department and of the Our Non-Profit Organization team. You did great work on the last project you were assigned, and have shown terrific insight when confronted by extraordinary challenges. Your work has been generally solid, and your work has helped forward the Our Non-Profit Organization mission.
Staff Member, recently you have not been performing some of your work at the high caliber we at Our Non-Profit Organization expect of you.
Some examples of this are:
or
The reason(s) for this meeting is (are):
* Your behavior has been problematic in some way that effects your work
* You have had trouble doing certain things necessary for productive performance
* You have demonstrated a lack of some important quality
* You have done something you should not be doing as a staff member of Our Non-Profit Organization
Expected performance:
* Demonstrate that you have modified specific behavior that is issue
* Actively work to do the things you need to do in order to do job effectively
* Show through your work that you are working to develop the important quality
* Refrain from doing what it is you should not be doing as a Our Non-Profit Organization staff member
Follow-up
* Take this specific step to work towards the expected performance
* Work on developing skills to help achieve expected performance
* Work closely with manager, or meet regularly with manager, to update on performance
Staff Member, if there is not an immediate and sustained improvement in your performance, you may be subject to further action up to and including the possible termination of your employment with Our Non-Profit Organization. This Performance Improvement Plan will be in effect for 90 days: however, this plan does not affect the at-will nature of your employment, which can be terminated at any time for any reason. Again, you are a valued staff member and I have every hope that you can turn this around and continue your work in a very positive, productive way.
_____
Signature of Staff Member Date Signature of Supervisor Date