Common use of Performance Improvement Plan Clause in Contracts

Performance Improvement Plan. Supervisors may at any time initiate a written EMPLOYEE JOB PERFORMANCE IMPROVEMENT PLAN form that certifies that the supervisor finds the employee’s job performance to be in need of improvement and a plan for correction is needed. An employee cannot be certified for pay step advancement when there is an open, unresolved, written performance improvement plan. The initial period provided for an employee to overcome job performance deficiencies identified in a written performance improvement plan is up to 90 calendar days. Should in the opinion of the supervisor, the employee fails to remedy job performance deficiencies during the initial period, the supervisor may elect to extend the performance improvement plan for up to an additional 90 calendar days. The maximum time available to remedy job performance deficiencies identified by a written performance improvement plan is 180 calendar days. Initiation of a written EMPLOYEE JOB PERFORMANCE IMPROVEMENT PLAN form is not disciplinary action. However, failure to remedy job performance deficiencies during the duration of a written performance improvement plan may be cause for subsequent disciplinary action. The initial EMPLOYEE JOB PERFORMANCE IMPROVEMENT PLAN form and written progress reports shall be sufficient documentation which may sustain subsequent disciplinary action including termination of employment.

Performance Improvement Plan. Supervisors may at any time initiate a written EMPLOYEE JOB PERFORMANCE IMPROVEMENT PLAN form that certifies that the supervisor finds the employee’s job performance to be in need of improvement and a plan for correction is needed. An employee cannot be certified for pay step advancement when there is an open, unresolved, written performance improvement plan. The initial period provided for an employee to overcome job performance deficiencies identified in a written performance improvement plan is up to 90 calendar days. Should in the opinion of the supervisor, the employee fails fail to remedy job performance deficiencies during the initial period, the supervisor may elect to extend the performance improvement plan for up to an additional 90 calendar days. The maximum time available to remedy job performance deficiencies identified by a written performance improvement plan is 180 calendar days. Initiation of a written EMPLOYEE JOB PERFORMANCE IMPROVEMENT PLAN form is not disciplinary action. However, failure to remedy job performance deficiencies during the duration of a written performance improvement plan may be cause for subsequent disciplinary action. The initial EMPLOYEE JOB PERFORMANCE IMPROVEMENT PLAN form and written progress reports shall be sufficient documentation which may sustain subsequent disciplinary action including termination of employment.