TO: Executive Council
Alternate Regional Vice Presidents
cc: UTE Staff
RE: Performance Improvement Plans (PIP)
This bulletin is a complement to the article on Performance Improvement Plans in the December Newsletter.
Employees within the CRA have their performance evaluated on an annual basis and can receive a rating between 1 and 5, with 1 being the lowest and 5 being the highest. According to the Procedures on Performance Management and Recognition, when an employee receives a rating of 1 or 2 the manager is required to develop a Performance Improvement Plan (PIP) to address the specific performance gaps that led to the level 1 or 2 rating. Section 5.2.3 of the Procedures on Performance Management and Recognition is where information on PIP’s can be found.
Here are the five “musts” for a manager when developing a PIP:
- Discuss the performance gap(s) to seek common understanding of the required improvement;
- Discuss and determine together the root cause(s) of the gap in performance;
- Develop strategies and specific actions to improve performance;
- Determine milestones and performance indicators for improving performance, and a completion date for the Performance Improvement Plan; and
- Set a schedule of activities and follow-up meetings for the duration of the Performance Improvement Plan.
As a union activist assisting a member who has received a level 1 or 2 rating and is being put on a PIP, you need to make sure of the following:
- The performance gap(s) needs to be clearly explained – What was the member not doing that led to the performance gap? This should not be explained in generic terms, we need specifics!! The member needs specifics.
- With respect to actions to improve performance – again you are looking at specifics; make sure what is expected is clear and that there is no room for misinterpretation of the action required of the member.
- As part of a PIP, follow-up meetings must be scheduled and we must hold managers accountable to ensure those meetings take place. This is beneficial for both the employer and our member.
Labour Relations Officer