Plans d'amélioration de la performance (PIP)

Performance Improvement Plans (PIPs) provide a structured path to improve performance through clear goals, scheduled check-ins, and documented outcomes.

Role access matrix

• Admin: Create PIPs, view all PIPs, open details, and manage outcomes
• HR: Create PIPs, view all PIPs, use HR oversight, and monitor compliance
• Manager: Manage assigned team PIPs, goals, check-ins, assessments, and outcomes
• Employee: View assigned PIPs, acknowledge, submit self updates, and track progress

Create a PIP (Administrator or HR specialist)

1. Go to Performance Management > Performance Improvement Plans
2. Click "Create PIP"
3. Complete required fields:
   • Employee
   • Title
   • Performance Issue(s)
   • Start Date
   • End Date
   • Check-in Frequency
4. Use a valid duration window (typically 30, 60, or 90 days)
5. Submit to assign the plan

Status lifecycle

• Scheduled: Created but not active yet
• Active: In progress within date range
• Extended: Timeline extended
• Completed: Closed with outcome
• Terminated: Closed early
• Expired: End date passed without closure

Manager responsibilities

• Define and update measurable goals
• Run check-ins and document progress
• Provide assessment and final outcome
• Keep evidence and notes current

Employee responsibilities

• Acknowledge assigned PIP
• Provide self updates/reflection
• Follow goals and check-in actions

HR/Admin oversight responsibilities

• Monitor active PIPs and quality of documentation
• Use HR oversight views for compliance-sensitive plans
• Review outcomes for consistency and fairness

Outcome options

• Improved
• Needs extension
• Terminated

Best practices

• Use concrete, observable performance issues
• Keep goals measurable and time-bound
• Hold check-ins at the defined cadence
• Document every decision and outcome clearly