The Performance Improvement Plan Review is a critical human resource management tool used in Philippine workplaces when an employee's performance falls below expected standards or requires specific improvements. This document type is designed to comply with the Labor Code of the Philippines and related DOLE regulations, particularly regarding due process in employment actions. It becomes necessary when informal performance discussions have not yielded desired results, or when formal documentation of performance issues and improvement efforts is required. The document typically includes detailed performance metrics, specific improvement goals, support measures, and review timelines, while ensuring alignment with Philippine data privacy laws and employment regulations. It serves both as a developmental tool to help employees improve and as legal documentation should further employment actions become necessary.
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1. Employee Information: Basic details of the employee including name, position, department, and employee ID
2. Current Performance Assessment: Detailed evaluation of the employee's current performance, identifying specific areas requiring improvement
3. Performance Concerns: Clear articulation of the specific performance issues or behavioral concerns that need to be addressed
4. Improvement Objectives: Specific, measurable, achievable, relevant, and time-bound (SMART) goals for improvement
5. Action Plan: Detailed steps and activities the employee needs to undertake to achieve the improvement objectives
6. Support and Resources: Description of support, training, or resources that will be provided to help the employee improve
7. Timeline and Milestones: Specific timeframes for improvement and review points
8. Consequences: Clear statement of what happens if performance standards are/aren't met
9. Acknowledgment: Signatures of employee, supervisor, and HR representative confirming understanding of the PIP
1. Previous Performance History: Include when there's a pattern of performance issues or when context from past reviews is relevant
2. Specific Training Requirements: Include when specialized training or certification is part of the improvement plan
3. Medical Accommodations: Include when performance issues may be related to health conditions requiring workplace accommodations
4. Union Representative Statement: Include when employee is under collective bargaining agreement and union involvement is required
5. Extension Provisions: Include when there might be justification for extending the PIP period
1. Performance Metrics Template: Detailed scorecard or metrics tracking template for measuring progress
2. Meeting Schedule: Calendar of check-in meetings and review sessions
3. Training Schedule: If applicable, schedule of required training sessions or workshops
4. Previous Performance Reviews: Copies of relevant previous performance evaluations
5. Job Description: Current job description highlighting key responsibilities and performance expectations
Relevant legal definitions
Clauses
Relevant Industries
Banking and Finance
Information Technology
Manufacturing
Retail
Healthcare
Education
Business Process Outsourcing
Telecommunications
Construction
Hospitality
Government Services
Professional Services
Relevant Teams
Human Resources
Employee Relations
Performance Management
Legal
Compliance
Training and Development
Labor Relations
Relevant Roles
Human Resources Manager
HR Business Partner
Performance Management Specialist
Employee Relations Manager
HR Director
Training and Development Manager
Compliance Officer
Department Manager
Team Leader
Supervisor
Line Manager
HR Generalist
Labor Relations Manager
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