Overview

This job aid details the Performance Improvement Plan (PIP) task within UNI Works. This is a tool used to address performance concerns and provide structured guidance for improvement within a defined timeframe. This is something supervisors CANNOT start on their own: this action is started by Human Resource Services (HRS). If this is something you would like to pursue with an employee, please send an email to HRS-Performance@uni.edu and we will be happy to assist.

Completing the PIP

 

Step 1: Once you have communicated with HRS and the task is initiated, you will see it in the "Awaiting Your Action" section of UNI Works, as well as in the "My Tasks" section at the top of the web page.

Step 2: After clicking on the item, it will share some additional information about the intent of the PIP as well as the workflow process. Once you read through the information, you will click "Get Started."

Step 3: On the first page of the PIP, you will answer questions regarding the employee's performance, summary of performance expectations/action plan during the PIP period, as well as the designated duration that you would like the PIP to extend for.

Note: A typical PIP can range anywhere from 60 to 90 days; however, this may be shorter or longer and is evaluated and implemented on a case-by-case basis in partnership with Human Resource Services. Additionally, PIPs may be extended based on the employee's progress and/or modified if circumstances change.

 

Step 4: After responding to the questions, you can attach any relevant documentation supporting the need for this PIP. This can include previously completed performance reviews, coaching follow-up emails, training documents, disciplinary letters, etc.

Step 5: The next section shares some additional information for workflow and next steps for the process. At this point the supervisor will want to download the PIP as a PDF or print the document.

Step 6: After that, the PIP will be submitted for review by the Employee Relations Coordinator with HRS. They will either send the PIP back for edits or approve and instruct you to meet with the employee to review the PIP.

Note: The Employee Relations Coordinator will likely communicate via phone call or email if the PIP is approved. After they approve the PIP, it is sent to the employee. So, it's important that the PIP is shared from the supervisor in the meeting before they receive it in UNI Works.

 

Step 7: When the supervisor has approval, they will meet with the employee and discuss the PIP using the version they downloaded/printed.

Step 8: The supervisor will communicate that the PIP has been discussed. The Employee Relations Coordinator will approve of the PIP in UNI Works so that it will go to the employee for acknowledgement.

Step 9: The employee will be able to review the PIP in UNI Works. They will need to either "Acknowledge" or "Decline to Acknowledge." They will also be able to comment on the PIP to provide additional context.

Step 10: After this step, the document is finalized and saved with HRS. Additional follow-up will happen after the PIP is finalized.