From time to time, supervisors are faced with a staff member whose performance is below expectation. The purpose of the "Performance Improvement Plan" is to help supervisors and staff address and resolve performance issues. This guidance should be used in concert with the advice received from the entity and/or department Human Resources representative and/or a Staff and Labor Relations representative.

The "Performance Improvement Plan" aims to fulfill the following goals:

• To improve and sustain the desired behavior and performance results of each staff member.
• To address performance discrepancies identified through the performance management process.
• To provide identification of compliance, expected behaviors and/or expected job results that do not meet performance expectations.
• To provide adequate descriptions of required performance improvements.
• To initiate action steps that a staff member might take to correct performance – including identification of training and other resources available.
• To provide a timetable outlining the dates by which improvement will be necessary.
• To provide a statement of consequences that will occur if required improvement is not achieved. This statement will be written in SMART (Specific, Measurable, Action, Results, Time Bound) format and will include appropriate time lines.
• To require regular meetings for the supervisor and staff member.
• To require cooperation and ongoing communication between supervisor and staff member.

An underlying assumption in the successful resolution of performance issues is that taking action early is always better than waiting. This statement is definitely true when considering ways to prevent performance problems. Early communication and early feedback (both positive and corrective) are good ways to prevent future performance problems. Investing time early is always time well spent.

The Performance Improvement Plan form is available on the HR web site.