In the past we have talked about employee performance within the workplace and how to assess it (http://www.dailyhrtips.com/2009/04/09/hr-tip-performance-assessment/). Now we are going to discuss how to take the information learned in a performance assessment and put it into an employee Performance Improvement Plan (PIP). Here are some tips for when and how to develop a Performance Improvement Plan:

• The PIP is implemented, at the discretion of the supervisor, when it becomes necessary to help a staff member improve his or her performance. The supervisor, with input from the affected employee, develops an improvement plan; the purpose of the activities outlined is to help the employee to
  attain the desired level of performance.
• The purpose of a formal PIP is to help an employee succeed. It enables you to set goals, establish measures, conduct review sessions and chart progress. The PIP is designed to facilitate constructive discussion between an employee and his or her supervisor and to clarify the work performance to be improved.
• A PIP differs from the Performance Development Planning (PDP) in the amount and quantity of the detail. Assuming an employee is already participating in a company-wide PDP process, the format and the expectation of the PIP should enable the supervisor and staff member to communicate with a higher degree of clarity about specific expectations. In general, people who are performing their jobs effectively, and meeting the expectations of the PDP process, will not need to participate in a PIP.

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