There are a lot of organizations in which there would be instances that the HR staff would assist in writing performance action plans. In some, it is also called as a performance improvement plan that has goals in helping out employees who were not able to meet the company’s standards. When a particular evaluation reveals about the poor performance of an employee, a performance action plan would help him or her get back on track. It provides every employee a clear objective in order to avoid demotion or transfer.
10+ Performance Action Plan Samples
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8. Action Plan to Improve Performance
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11. Performance Evaluation Program Action Plan
What Is a Performance Action Plan?
A performance action plan is a tool used to provide an employee every opportunity to succeed and comply with the standards of the company. Some will be used to address failures in order to keep them remembered about the goals or objectives. The results may differ including the improvement of the performance, skills, training gap, and employment actions such as transfer, demotion or termination.
If we are going to look at the different aspect, the performance action plan also serves as a probationary period for employees using it as an initial stage for dismissal. This can be beneficial for both the employee and the company. However, there are some instances that whenever an employee still lacks the skills in meeting the requirements, he or she will be taken into any of the possible employment actions. A performance action plan is simply a structured approach that aims to improve by using management strategy and formal documentation. Its ultimate goal is to always find a solution to help the employee, their development, and in the organization as well.
How to Write a Performance Action Plan
For those who are interested in learning how to write their own performance action plan from scratch, you may refer to the following steps:
Step 1: Take Time to Review
Take time to review the employee’s appraisal for evaluation purposes. You may consider gathering their logs, attendance records, reviews, and self-evaluation which would be taken as part of the process.
Step 2: Consult the Supervisor
You may consult your supervisor who evaluated the employee. Know what aspect did the employee needs to improve. You may be able to categorize deficiencies according to the standards and expectations of the organization.
Step 3: Describe the Specific Steps
You may start describing the steps that your employee should take in order to improve his or her performance. For example, if he or she needs to improve the attendance record, describe the process in which the employee may use in order to attend to the concern. He or she can even seek an advise from the company’s supervisor or HR staff.
Step 4: Allocate Time for the Employee Assessments
Find time to reassess the employee’s performance. Give them enough time to prove that they are doing their best to improve.
Step 5: Discuss Alternatives if Necessary
If there is an instance that the employee haven’t met any of the requirements even after having the performance action plan, you may discuss to him or her about the consequences. It may not be wise to do so. In some serious situations, when an employee has been issued a performance action plan, it might mean that it is the last step prior to termination. If he or she still fails, it will result to termination. Take note that before you are going to terminate an employee, make sure that it is properly stated in the document.
What are the benefits of having a performance action plan?
Some of the benefits include better company culture, saving time and money, and having a performance action plan is proven to be more effective than just having reviews.
When should you implement an employee performance improvement plan?
The best time for it to be implemented is when an employee is struggling. This is to allow managers to see signs of an underperforming employee.
How can you improve the effectiveness of an employee performance improvement plan?
You have to set goals, communicate with your employee early, identify causes of poor performance, highlight positive actions of the employee, create a structured PIP, provide support and be clear with the possible consequences.
A performance action plan has been proven to be an effective strategy to retain employees who have been performing poorly. If you are an employer, it is preferable not to consider a performance action plan as an initial stage prior to termination. It should be a helpful tool used to encourage employees who are struggling to perform better. You may check out this article to see performance action plan samples.
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