A performance improvement plan (PIP) is a formal way to performance manage an employee. It is a document which, if done properly, should contain the following:
- Set clear expectations for the employee to achieve.
- Set time frames on when these expectations should be achieved.
- Identify specific performance concerns and inadequacies.
- Identify the specific outcome which the employer seeks the employee to achieve.
A PIP is usually in a table form and it should be a living document. It should be regularly updated after regular meetings regarding the employee’s performance.
The PIP should be administered in a fair and transparent way.
Some tips that we recommend in relation to PIPs are:
- Ensure that you request the relevant training and support needed to help you achieve the desired outcome as specified in the PIP.
- Clarify any uncertainties and ask for specific examples of alleged performance deficiencies.
- Review internal company policy documents to ensure that the PIP complies with the employer’s policies and procedures.
- Ask questions if you are uncertain about anything in the PIP.
- Make sure you understand what objectives must be achieved and the consequences if those objectives are not achieved.
- Raise any concerns with your employer if you believe that the PIP is not carried out in a fair and transparent way, including if you are being treated differently to other employees who have been in similar situations.
Find out how we can help you if you are being performance managed by visiting our How We Can Assist You page.
Contravening a modern award makes employer liable for payment of backpay to underpaid employees and civil penalties
By Ann Thampoe
/ 26/10/2020
Contravening a modern award makes employer liable for payment of backpay to underpaid employees and civil penalties Case background The...
Read More
Repeated instances of inappropriate, unprofessional conduct and neglect of duties found to be valid reasons for termination
By Ann Thampoe
/ 23/10/2020
Repeated instances of inappropriate, unprofessional conduct and neglect of duties found to be valid reasons for termination Case background The...
Read More
Secretly recording disciplinary meetings with your manager is a valid cause for dismissal
By Ann Thampoe
/ 21/10/2020
Secretly recording disciplinary meetings with your manager is a valid cause for dismissal Case background A casual sales assistant was...
Read More
Pecuniary penalty awarded to employee made to do unpaid “dips” before a shift
By Abdul Al Asadi
/ 20/10/2020
Pecuniary penalty awarded to employee made to do unpaid “dips” before a shift Case background The employer operated a petrol...
Read More
Refusing a pregnant employee’s return to work – an adverse action prejudicial to employment for which employer meted civil penalty
By Abdul Al Asadi
/ 16/10/2020
Refusing a pregnant employee’s return to work – an adverse action prejudicial to employment for which employer meted civil penalty...
Read More
Coughing in co-employee’s face is a valid reason for dismissal
By Abdul Al Asadi
/ 14/10/2020
Coughing in co-employee’s face is a valid reason for dismissal Case background A catering assistant worked part-time at an aged...
Read More
Pre-school teacher’s resignation upheld as constructive dismissal & wins her old job back after going for unfair dismissal
By Nicholas Marouchak
/ 19/08/2020
Childcare centre Employment A 70-year old woman was hired as a University-Qualified Early Childhood Teacher. She had a contract from...
Read More
Farm Manager Forced to Resign Wins Unfair Dismissal Claim
By Nicholas Marouchak
/ 18/08/2020
Case background A manager had been employed for two years at a horse farm. She began as a Team rider...
Read More
It’s my wife or your job: Failing to please the boss’s wife is not a valid ground for dismissal
By Nicholas Marouchak
/ 17/08/2020
A 59-year old national sales and marketing manager had been working for one of the businesses of a family-owned group...
Read More
Stand down during COVID-19 Pandemic
By Zoe Kalimeris
/ 08/06/2020
Coronavirus or COVID-19, has changed the way in which most of us do work, including working from home and/or implementing...
Read More
