Countersign Performance Improvement Plan

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Stuck with multiple programs for creating and managing documents? We've got a solution for you. Use our document management tool for the fast and efficient process. Create document templates on your own, modify existing formsand other useful features, within your browser. You can use Countersign Performance Improvement Plan right away, all features, like orders signing, reminders, attachment and payment requests, are available instantly. Get an advantage over other programs. The key is flexibility, usability and customer satisfaction. We deliver on all three.

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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.
Performance improvement plans sometimes get a bad rap as a signifier of looming termination. But they don't always mean that you're about to be fired. Instead, they're meant to let you know that the issues and goals detailed in the PIP are serious.
Although a Pip is often presented as a tool to assist you in your performance, you should be under no illusions about its secondary purpose. If you don't improve, it will give your employer evidence that they have followed correct procedure, otherwise they may be at risk of a claim for unfair dismissal.
You can challenge the Pip if you don't agree with it by lodging a formal grievance in accordance with your organization's policy (it is usually lodged with your line manager or HR). You are often also entitled to appeal any disciplinary warning linked to the Pip by notifying your employer in writing of the same.
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).
State the exact performance that must be improved; be specific and cite examples. State the level of the work performance expectation and that it must be performed on a consistent basis. Identify and specify the support and resources that you will provide to assist the employee to succeed.
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.
Pips usually last 30, 60 or 90 days, depending on how long it would reasonably take to improve the specific issue.
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.
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