Performance Improvement Process

The people outcome

Address a documented performance gap with clear expectations, support, measures, timing, and consequences. The process should be job-related, consistent, documented, and respectful of applicable employment requirements.

Before using this guide

• Confirm the role, manager, policy, decision authority, and records that apply.
• Use consistent criteria while providing reasonable accommodations and following lawful hiring and employment practices.
• Route legal, HR, payroll, benefits, immigration, union, and sensitive employee matters to qualified professionals.

Key checkpoints

• Confirm the issue is factual, job-related, and consistently addressed.
• State the expected standard and examples of the gap.
• Provide training, tools, clarification, or supervision where appropriate.
• Follow employment policy and qualified HR or legal guidance.

Operating sequence

• Set the expected outcome and evidence.
• Explain the process, responsibilities, and timeline to the people involved.
• Use the same forms, questions, standards, and approval path for comparable situations.
• Record decisions and support without storing unnecessary sensitive information.
• Review the result and next development or management action.

Leader review

• Was the standard clear before the evaluation or decision?
• Was the evidence job-related and consistently collected?
• What training, tools, supervision, or process issue also affected the result?