PIP Close Out Clause Samples
The PIP Close Out clause defines the procedures and requirements for formally concluding a Performance Improvement Plan (PIP) process. Typically, this clause outlines the steps to be taken once the PIP period ends, such as evaluating the employee's progress, documenting outcomes, and communicating the final decision regarding continued employment or further action. Its core function is to ensure a clear, consistent, and fair process for closing out performance management interventions, thereby reducing ambiguity and potential disputes.
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PIP Close Out. At the conclusion of the period of time listed on the PIP for correcting the performance deficiencies, the appraiser will notify the employee in writing as to whether or not the performance deficiencies have been corrected. An employee’s final appraisal may be given overall rating of less than “effective” if said deficiencies are not corrected. In such case, the appraiser must, prior to the final evaluation conference, meet with the appropriate Director and/or Chief to discuss the related documentation, the affected individual’s PIP, and final appraisal prior to making a recommendation for the subsequent school year’s renewal/reappointment. The appropriate supervisor shall meet with an employee with a PIP at any time during the evaluation process to discuss said evaluation if requested to do so. The employee may attach a statement to the appraisal within ten (10) days of its completion. The evaluation form, documentation and PIP must be submitted to Human Resources & Equity by April 30 for an end-of-year appraisal, which results in recommendation for non-renewal/non-reappointment.
PIP Close Out. At the conclusion of the period of time listed on the PIP for correcting the performance deficiencies, the appraiser will notify the employee in writing as to whether or not the performance deficiencies have been corrected. An employee’s final appraisal may be given overall rating of less than “effective” if said deficiencies are not corrected. In such case, the appraiser must, prior to the final evaluation conference, meet with the appropriate Director, Area Superintendent, and/or Deputy /Associate Superintendent and the Superintendent to discuss the related documentation, the affected individual’s PIP, and final appraisal prior to making a recommendation for the subsequent school year’s renewal/reappointment. The appropriate Area or Deputy/Associate Superintendent shall meet with an employee with a PIP at any time during the evaluation process to discuss said evaluation if requested to do so. The employee may file a grievance and/or attach a statement to the appraisal with ten (10) days of its completion. The evaluation form, documentation and PIP must be submitted to the Associate Superintendent, Human Resources by April 30 for an end-of-year appraisal, which results in recommendation for non-renewal/non-reappointment.