iSW Revised Performance Improvement Plan

iSW Revised Performance Improvement Plan

The company’s performance is dependent upon our employee development to ensure the success of the company and its employees. The Performance Improvement Plan was developed to facilitate improvement in key metrics such as but not limited to, productivity, quality, service delivery, adherence, and weighted scorecard goals.


Performance Improvement Plan (PIP) is a program to support the employees who are failing to meet minimum expectations of their account. It is meant to improve employee’s performance in meeting minimum expectations on their certain areas of job/duties and responsibilities based on the agreed KPIs and scorecards.

The Performance Improvement Plan runs for at least ninety (90) days.

Failure to pass the PIP may lead to disciplinary action, up to and including possible Termination.

ELIGIBILITY

1.       Regular employees regardless of rank/level who failed two (2) consecutive months in their scorecard.

2.       Regular employees regardless of rank/level who did not pass their Annual Performance Review.


PROCEDURE

1.       Immediate Supervisor/Manager will inform Human Resources (ER) if the employee fails to meet the set metrics/goals in the employee’s duties and responsibilities through Lighthouse. Accomplished and signed Performance Review or copy of scorecard showing failure for two (2) consecutive months should be attached to the Lighthouse ticket.

2.       Immediate Supervisor/Manager will fill out and discuss the Metrics/Goals and Performance Standards on the Process Improvement Plan to the employee

3.       Human Resources (ER) will issue the Disciplinary Action for failing the scorecard for 2 (two) consecutive months or for failing the Annual Performance Review and will discuss the PIP timelines and process to the employee.

4.       Human Resources (ER) will forward all documents to Compensation & Benefit for filing.

5.       Human Resources (ER) will close the Lighthouse ticket.

6.       Immediate Supervisor/Manager will monitor the employee’s performance on a weekly basis. It is the responsibility of the Immediate Supervisor/Manager to conduct prompt coaching and help the employee improves his performance.

7.       Immediate Supervisor/Manager will discuss the result of the PIP with the employee.

8.       If employee passed, he/she must maintain his ME performance for another month.

9.       If employee failed, the employee will be enrolled to another PIP (PIP 2) and will escalate the issued Disciplinary Action for failure to meet expected performance.

10.   If, on the second PIP (PIP 2), the employee passed the employee reverts to PIP 1. The employee must then maintain ME performance for the next two (2) months to graduate from the program. If not, the employee will be subjected to Disciplinary Action up to and including possible Termination.

11.   If, on the second PIP (PIP 2), the employee failed, the employee will be subjected to Disciplinary Action up to and including possible Termination.


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