Mid-Year Meeting and PIP

5.2.3 Mid-year meeting

G7.02-5 Employee Performance Evaluations

A mid-year meeting may be conducted by supervisors with employees who are performing at a less-than-competent level in any area. At this meeting a Performance Improvement Plan (PIP) must also be initiated. The mid-year meeting is optional for all others but can provide an opportunity for the supervisor and employee to discuss progress and identify any challenges to accomplishing the established goals/objectives established at the beginning of the rating period. A mid-year meeting will reduce the chance that surprises will occur at year-end during the annual performance evaluation.

5.2.4 Performance improvement plan

G7.02-5 Employee Performance Evaluations

The supervisor must develop a Performance Improvement Plan (PIP) when the employee's overall performance evaluation rating is less than "Competent" (a rating less than 3) or wen a supervisor determines current performance requires improvement. The Performance Improvement Plan document should include:

  1. What behavior, performance, situations or conditions need to be changed,
  2. Expected changes by the employee to improve their performance or behavior along with demonstrated outcomes,
  3. Any supporting activities, training or guidance to support the improvement, and
  4. Expected timeline for improvement.

The PIP becomes part of the employee’s Appraisal and Development Plan for the rating period it was initiated. Supervisors should consult with their next line of supervision (Reviewer) when initiating a PIP on an employee since the Reviewer also signs the form at the establishment of the PIP and at the Follow-Up Review. Supervisors needing to address performance issues with an employee should contact the office of human resources, Performance Management for assistance and guidance on the process prior to meeting with the employee. The Performance Improvement Plan form can be found online.