Performance Improvement Plans (PIP)

PERFORMANCE IMPROVEMENT PLAN (PIP)

Any employee not in a certified bargaining unit who demonstrates less than satisfactory performance shall be provided, in writing, the necessary steps to take to demonstrate the necessary level of improvement. The employee will be afforded a reasonable time period, in no case fewer than thirty (30) calendar days, to demonstrate the necessary improvement.

PIP PROCESS

Assistance will be provided as soon as a performance deficiency is noted. Specific areas of deficiency should be shared with the employee through conference notes or memoranda at any time during the year. If the employee has not improved performance after deficiencies have been shared through documentation, a PIP should be prepared. The following can be used to structure the preliminary performance documentation and performance plan: job description performance responsibilities, performance expectations set by the supervisor, and the performance evaluation goals and criteria. Each performance deficiency listed must be followed by a recommendation for improvement. Suggested activities may include readings from professional literature, inservice workshops and seminars, observation of peers, and/or individual assistance.

During the PIP, the evaluator will conference with the employee and answer any questions that may arise. Monitoring/assistance conferences will be held regularly (excluding holidays and vacation days) during the period of assistance noted on the PIP. The purpose of these conferences is to assess each identified deficiency to determine the progress of the District administrator toward satisfactory performance. Every conference shall be followed up with conference notes signed by the employee. The conference notes will clearly specify which deficiencies, if any, have been corrected and which remain.

After the period of assistance has been completed, the evaluator will gather feedback, conduct observations, and review data to determine if the necessary corrections have been made. For the District administrator that continues to have performance deficiencies a recommendation of termination or non-reappointment may be made.

Contact Karen.Aubry@palmbeachschools.org, HR Manager of Performance Management, for additional questions and next steps.