Question: When do I use a performance improvement plan versus just a write up?
Answer: You should use a performance improvement plan (PIP) for skill-based issues and disciplinary action, like a write-up, for when a staff member is showing patterns of policy violations or behavioral issues.
Performance improvement plans are best suited for when a staff member is missing goals or falling behind on project deadlines. Think of a PIP as a way to underscore the seriousness of the issue while giving the individual a genuine chance to grow before you consider termination. These plans usually last between 30 and 60 days and include regular meetings to check on progress.
A write-up is more appropriate for when a staff member repeatedly ignores the call-in procedures for absences, has recurring issues with cash handling, or seriously violates safety or anti-harassment policies.
By documenting reminders and warnings before moving to suspension or termination, you give the employee a chance to change their behavior. This approach protects the ministry, potentially saves the high cost of hiring a replacement, and provides solid documentation if you eventually have to let them go.
Original content by HR Ministry Solutions. This information is provided with the understanding that Payroll Partners is not rendering legal, human resources, or other professional advice or service. Professional advice on specific issues should be sought from a lawyer, HR consultant or other professional.
