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Here's how you can create Signed Electronically Performance Improvement Plan with pdfFiller:

Choose any available option to add a PDF file for signing.

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Use the toolbar at the top of the page and choose the Sign option.

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You can mouse-draw your signature, type it or add an image of it - our solution will digitize it in a blink of an eye. As soon as your signature is created, hit Save and sign.

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Click on the document area where you want to add an Signed Electronically Performance Improvement Plan. You can move the newly created signature anywhere on the page you want or change its settings. Click OK to save the adjustments.

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As soon as your document is ready to go, hit the DONE button in the top right area.

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Once you're done with signing, you will be redirected to the Dashboard.

Utilize the Dashboard settings to get the completed copy, send it for further review, or print it out.

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Below is a list of the most common customer questions. If you can’t find an answer to your question, please don’t hesitate to reach out to us.
A performance improvement plan is a formal document stating any recurring performance issues along with goals that an employee needs to achieve in order to regain good standing at the company (usually with a specific timeline to complete the plan).
A performance improvement plan (PIP), also known as a performance action plan, is a tool to give an employee with performance deficiencies the opportunity to succeed. It may be used to address failures to meet specific job goals or to ameliorate behavior-related concerns.
If you want to survive a performance improvement plan, you must first understand it. Make sure that the plan is extremely specific, that it provides the metrics by which you will be judged and the timeline in which you have to prove yourself. Don't sign off on it until you are sure you understand the rules.
Decide if it's worth the battle. When you're put on a performance improvement plan, put emotions aside and decide whether you want to keep the job. Double your time commitment. Be willing to put in the time during your performance improvement plan. Ask for help. Have a good attitude. Burn the Plan.
Is a PIP a disciplinary step? The PIP itself is not considered a disciplinary step, but rather an opportunity for an employee and their supervisor to work together to address significant concerns regarding an employee's performance.
Identify the performance/behavior that needs improving. Provide specific examples for reasoning. Outline expected standard. Identify training and support. Schedule check-ins and review points. Sign and acknowledge.
The performance improvement conversation should always include how you intend to follow up on progress. For example, you might meet with the employee on a regular basis, such as weekly or monthly. It's also important to include consequences of failing to meet the expectations.
Identify any underlying issues. Before you start to put the plan together, make sure you are fully aware of any issues which may be behind poor performance. Involve the employee. Set clear objectives. Agree training and support. Review progress regularly.
Listen to your employee and give them the opportunity to respond to any of your points. Pare down to the cause of any issues at work. Focus on the positive aspects of the employee's relationship with the company. Give them a clear path.
Identify whether there is anything else you can reasonably do to help. Address any new issues/concerns as they arise. Agree further objectives/set next formal review meeting, if appropriate. If process is failing to improve performance consult with your HR representative to discuss potential further action.
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