Q. "When do I use a performance improvement plan versus just a write up?"
Answer:
You should use a performance improvement plan (PIP) for skill-based issues and disciplinary action, like a write-up, for when a staff member is showing patterns of policy violations or behavioral issues.
Performance improvement plans are best suited for when a staff member is missing goals or falling behind on project deadlines. Think of a PIP as a way to underscore the seriousness of the issue while giving the individual a genuine chance to grow before you consider termination. These plans usually last between 30 and 60 days and include regular meetings to check on progress.
A write-up is more appropriate for when a staff member repeatedly ignores the call-in procedures for absences, has recurring issues with cash handling, or seriously violates safety or anti-harassment policies.
By documenting reminders and warnings before moving to suspension or termination, you give the employee a chance to change their behavior. This approach protects the ministry, potentially saves the high cost of hiring a replacement, and provides solid documentation if you eventually have to let them go.