Performance Improvement Plan
Employee Name
Employee ID
Employee Title
Date of Last Review
Department
Supervisor Name
Supervisor Title
PIP Established Date
Performance Planning
The Performance Improvement Plan (PIP) should be used when an employee’s overall performance rating on an Employee Development Form is less than “Meets Expectations” or if the
supervisor determines current attendance, performance or conduct requires improvement. The PIP includes a description of the issue(s) that must be changed, how and when the change must
occur, and the consequences for not meeting goals and expectations.
a. Provide a summary of the problems or concerns:
b. Describe the Action Plan to correct the problems or concerns:
c. Describe the timeframe the employee has to improve performance and the frequency of progress meetings:
d. Provide a statement of assistance:
e. Describe consequence of not completing the goals or meeting the expectations:
f. Employee Comments:
Signatures indicate the supervisor and employee have reviewed the details of the Performance Improvement Plan and understand the consequences of failure to improve performance as outlined.
Employee Signature
Date
Supervisor Signature
Human Resources | Mail Stop 2022 | 3901 Rainbow Blvd. | Kansas City, KS 66160 | (913) 588-5086 | Fax (913) 588-5042 | www2.kumc.edu/hr
Date
Performance Improvement Plan
Performance Progress
The Performance Progress Form must describe the progress towards improvement. Areas of satisfactory and unsatisfactory progress must be outlined in the fields below. Use the notes section to
explain and support the satisfactory and unsatisfactory statements.
Progress Meeting 1 –
Satisfactory Progress
The employee is making satisfactory progress in the following areas:

Unsatisfactory Progress
The employee is not making satisfactory progress in the following areas:

Notes:
Progress Meeting 2 –
Satisfactory Progress
The employee is making satisfactory progress in the following areas:

Unsatisfactory Progress
The employee is not making satisfactory progress in the following areas:

Notes:
Progress Meeting 3 –
Satisfactory Progress
The employee is making satisfactory progress in the following areas:

Unsatisfactory Progress
The employee is not making satisfactory progress in the following areas:

Notes:
Progress Meeting 4 –
Satisfactory Progress
The employee is making satisfactory progress in the following areas:

Unsatisfactory Progress
The employee is not making satisfactory progress in the following areas:

Notes:
Human Resources | Mail Stop 2022 | 3901 Rainbow Blvd. | Kansas City, KS 66160 | (913) 588-5086 | Fax (913) 588-5042 | www2.kumc.edu/hr
Performance Improvement Plan
Performance Assessment
The Performance Assessment states if the employee met the goals and expectations outlined in the Performance Planning phase of the PIP. The employee and supervisor can notate comments
regarding the final assessment of performance.
Final Assessment
The employee made satisfactory progress
The employee did not make satisfactory progress
Employee Comments
Supervisor Comments
The completed Performance Improvement Plan has been reviewed and discussed. A signature indicates a review occurred; not necessarily agreement with the results and recommendations.
Employee Signature
Date
Supervisor Signature
Human Resources | Mail Stop 2022 | 3901 Rainbow Blvd. | Kansas City, KS 66160 | (913) 588-5086 | Fax (913) 588-5042 | www2.kumc.edu/hr
Date
Performance Improvement Plan
Performance Improvement Plan
Definitions
Performance Planning
Provide a summary of the problems
or concerns:
Provide factual information about the issue(s). Issues are classified into one of the three areas listed below:
Attendance - Patterned or continued unexcused absences or tardiness.
Conduct - Attitude or behavior that negatively impacts the operations or mission of the team, department or university.
Performance - Inability to complete duties related to job responsibilities (poor quality, low quantity, disregard for policy, etc.)
Describe the Action Plan to correct
the problems or concerns:
Develop clear Expectations and SMART Goals so the employee can understand what is expected moving forward.
Describe the timeframe the employee
has to improve performance and the
frequency of progress meetings:
Provide a start date, additional one-on-one meeting dates to measure progress, and an end date to the improvement plan. We recommend all
performance improvement plans are no less than thirty days and no longer than ninety days.
Provide a statement of assistance:
Indicate what the supervisor will do to assist the employee in meeting the expectations or goals (allow the employee to attend an MS Excel
course to assist with spreadsheet accuracy, provide step by step instructions on how to complete a specific task, etc.).
Describe consequence of not
completing the goals or meeting the
expectations:
The standard consequence is “Failure to show improvement may warrant further disciplinary action.” List any other specific consequences if
the employee fails to improve.
Employee Comments:
The employee’s comments or concerns regarding the improvement plan.
Performance Progress
Progress Meeting 1 – 4
Enter the date, time, and location of each progress meeting.
Satisfactory Progress
List the specific goals and expectations outlined in the Action Plan, which have been met.
Unsatisfactory Progress
List the specific goals and expectations outlined in the Action Plan, which have not been met.
Notes
List supporting details to explain progress, or lack there of, as well as any employee or supervisor comments from the meeting.
Performance Assessment
Final Assessment
Check the appropriate box to specify whether or not if the employee made satisfactory progress.
Employee Comments
The employee’s comments or concerns regarding the completion of the improvement plan.
Supervisor Comments
The supervisor’s comments or concerns regarding the completion of the improvement plan.
Human Resources | Mail Stop 2022 | 3901 Rainbow Blvd. | Kansas City, KS 66160 | (913) 588-5086 | Fax (913) 588-5042 | www2.kumc.edu/hr