Performance Improvement Plan Summary

According to Tomal and Schilling (2013) administering discipline to employees and one of the most difficult responsibilities of supervisors and human resource (HR) department. Although, the Performance Improvement Plan (PIP) may eventually result in employment termination; it is not the goal of this process (Heathfield, 2014).

Unfortunately, despite such efforts, an employee may not take responsibility of his/her actions to improve performance and succeed in the job. As such, the PIP should prepared with the following objectives:
• measureable goals completely relevant to the position
• significant details to enable the employee to succeed,
• dates for review meetings with supervisor to discuss progress
• the duration of the PIP (Helen, 2017)

Employee One: Harry’s frequent sick days and tardiness could be a result of medical or personal issues, which could cause his listlessness (Tomal & Schilling, 2013).

Human Resource Action: First, document the tardiness issues as first warning; and attempt to identify patterns or trends in the occurrences. Second, schedule a meeting with Harry to discuss his tardiness, and the disciplinary actions should the tardiness continue. As the new HR director, there is probably insufficient rapport developed with the teaching and non-teaching staff. Nonetheless, I would thank Harry for continued service and offer assistance should he wished to confide more regarding the circumstances.

Employee Two: Max’s performance as groundkeeper has been steadily on the decline, (Tomal & Schilling, 2013).

Human Resource Action: First, schedule a meeting with Max’s supervisor to discuss and ascertain the specifics (e.g. previous warnings, counseling, etc.) regarding the grounds not being maintained properly. Second, prepare a performance improvement plan (PIP) detailing issues related to his unsatisfactory performance; specifics related to the requirements for proper ground maintenance; and the time allotted to (30 days) to rectify the non-performance issues.
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Today, teachers are expected to manage larger classrooms and with smaller budgets. Much like students, teachers need to be motivated, too. As such, leadership and principals can motivate teachers in the following ways: 1) autonomy; 2) collaboration, and rewards and recognition. At the end of the day, happy motivated teachers result in better student outcomes (“Three ways to motivate your teachers and engage your students”, 2017).

Employee Three: Kathy is a high achiever and teacher lacking motivation. (Tomal & Schilling, 2013).

Human Resource Action: Schedule a meeting with Kathy to discuss goals and how best to support her personal development. Chances are, Kathy has been waiting for someone to ask. In addition, ask Kathy about her interests pursing a teacher leadership role (team lead), and perhaps her interest in facilitating a professional learning community (PLC).

Employee Four: Mark is performing satisfactorily, but is distracted maybe due to personal problems (e.g.

gambling) (Tomal & Schilling, 2013).

Human Resource Action: Schedule a meeting with Mark to broach the concerns raised by his colleagues. Kathy to discuss goals and how best to support her personal development. As the new HR director, there is probably insufficient rapport developed with the teaching and non-teaching staff. Nonetheless, I would thank Mark for his continued service and recommend he contact the confidential Employee Assistance Program (EAP) service to discuss financial matters.

Employee Five: Jill inappropriate workplace behavior (Tomal & Schilling, 2013).

Human Resource Action: Schedule a meeting with discuss her inappropriate workplace behavior, and next steps. First, thoroughly review the complaint against John. Secondly, schedule a meeting with Jill to discuss her inappropriate comments and workplace behavior. Assured Jill that her sexual harassment complaint is being investigated. However, it does not excuse her inappropriate comments or behavior, which should cease immediately, or result in a disciplinary actions. Furthermore, recommend Jill contact the confidential Employee Assistance Program (EAP) service to discuss this matter, which is obviously causing

anxiety.