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Where an employee is consistently not meeting expected, agreed and documented performance standards, and the informal monitoring and feedback process has been unsuccessful in correcting this, a more formal Performance Improvement Plan (PIP) may need to be implemented.

The PIP identifies performance and/or behavioural issues that need to be corrected and creates a written plan of action to guide the improvement or corrective action and facilitates constructive discussion between the employee and the manager.

The PIP process should commence as soon as it has been determined that the normal day-to-day monitoring and feedback processes are not improving performance, or, where deemed necessary due to a low rating applied in a Performance Development Review.

NB The PIP is not a formal disciplinary process, rather, it should be considered as a process which formalises the feedback and coaching element of performance monitoring.

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