Wayne State University

Aim Higher

Performance Improvement Plans

Purpose

Performance Improvement Plans are used for employees experiencing difficulty achieving the majority of their overall objectives. It may be necessary if a supervisor determines that an employee’s year-to-date performance falls below a reasonable and acceptable level. The plan is designed to provide leadership as a coaching and support tool, as well as giving the employee clear direction on improving unsatisfactory performance.

Performance Improvement Plans are geared to help employees get back on track.  Before implementing a performance improvement plan, please contact the Labor Relations Office for represented non-academic employees or your HR Consultant for non-represented non-academic employees or the Provost's Office for academic employees. 

The key to an effective Performance Improvement Plan is identifying what behavior is expected of the employee and what behavior is occurring; therefore identifying the gap in performance.  The supervisor and employee develop a plan for closing the gap and follow-up dates and consequences are identified. 

Timing

A Performance Improvement Plan is not necessarily on the same timeline as the Wayne LEADS process. Specifically, Performance Improvement Plans may be executed following unsuccessful attempts at coaching and development to address performance related difficulties.

Procedure

 
 

Supervisor

Employee

Prior to the development and communication of the Performance Improvement Plan, receive input and approval from Labor Relations for non-academic represented employees, from Human Resources for non-academic non-represented employees, or from the Provost's Office for academic employees

X

 
Schedule initial meeting to discuss the necessity for the Performance Improvement Plan and to outline required targets.

X

X

Schedule performance checkpoint meetings in order to review on-going progress against the Performance Improvement Plan. (Frequency could be weekly, biweekly, or monthly.)

X

 
Document progress review and include signatures of both employee and supervisor

X

X

Establish timing for employee to correct performance

X

X

Communicate potential consequences to employee if performance does not improve

X

 

Click the link below to access the form:

Performance Improvement Plan (doc)