Follow these steps to easily set up a new Performance Improvement Plan (PIP) in Performerly.
Creating a PIP
Next Steps Assessments
Before creating a PIP, you can use the Next Steps Assessments to help assess whether placing an underperforming employee on a PIP is the most appropriate next step or if another approach may be better.
You can start an assessment by clicking on "Start" in the Define Next Steps Card or by clicking on "Create" in the Create a PIP Card and selecting "No, start an assessment".
The assessment reviews your responses to a set of standard questions, offers a recommendation, and explains the reasoning behind it.
💡For easier identification, Assessments and Informal Plans include a timestamp in their name when viewing from the Homepage.
Click on "Proceed to PIP" start creating the PIP.
💡Details entered in the Next Steps Assessment will apply to the PIP created.
Manually creating a PIP
You can manually create a new PIP from the Homepage by clicking on "Create" in the Create a PIP Card. A pop-up with recommendations will appear. Click on "Yes, proceed anyway" to create a PIP.
You can also choose to skip using the AI PIP Decision Assistant by clicking on "+ Start New Case" and selecting "Skip to PIP". This takes you straight to the PIP details screen.
Fill out the Plan Settings. This provides context for the PIP and information about the employee and the structure of their improvement plan.
💡You can use AI assist to help construct the Reason by entering key details.
Switch to the Goals tab to set up the PIP's Goals and Objectives.
Based on the provided Reason and Job Description details, the AI Assist will generate Goals. You can also Manually Add or Generate New Goals.
Sending to HR for Review
You can Send to HR for review or Skip to the next step.
💡Once Sent to HR, they can Review and Request Changes if necessary.
HR Approval Process
You can require PIP reviews by clicking on your Profile Icon > System Settings > Tick the Require PIP Review > Save Settings.
💡Once activated, the Skip button no longer shows in the Review Step.
Reviewers can request changes to the PIP. You can also use the AI Assist to generate these changes. Click on "Yes, request changes" to send the request.
Talking to the Employee and Talking Points
The next step is to Schedule the First Meeting. Click on "See Talking Points" to view tips on what to cover in the first meeting.
Agree upon a first meeting date with the employee and select "Mark as Scheduled" to proceed to the next step.
💡You can click on "Re-generate" to generate different details when viewing the Talking Points for First Meeting.
Sending for Formal Acknowledgment
Once you have talked to the employee, click on Send to the Employee for acknowledgement. You can use AI assist to create a message to the employee.
The final step is to have the PIP acknowledged by the Employee. This starts the PIP Process.
💡The PIP officially starts when the employee clicks Acknowledge.
Employee View
The Employee must click on Acknowledge to start the PIP. Once a PIP has been started, an employee can view the PIP details and access Check-ins. Click on a check-in to see more details.
Employee Check-ins
Check-ins are scheduled by the owner of the PIP. It can only be setup once the employee acknowledges this PIP after it is shared with them.
💡Reminders are sent out 24 hours before a check-in.
In a Check-in, Employees and Managers can add Private Notes, Shared Notes, and Sentiments. These are useful for documenting meetings and are used by the AI protips summary to create talking points for the subsequent check-in.
💡Protips are generated as guidelines on what to discuss during the check-in. The shared notes from previous check-ins, plus plan details are used to generate talking points.