Performance Management
When best practices are implemented but performance gaps persist, supervisors may turn to performance management tools to help identify and address underlying causes, such as unclear expectations, insufficient skills or training, motivational issues, and personal concerns affecting work performance. Performance management tools include coaching, goal setting, performance improvement plans, and/or formal documentation and progressive discipline.
Coaching for Performance
Intentional coaching conversations assist the supervisor in identifying and addressing associated causes of performance gaps.
Related resources and models include:
Goal Setting & Performance Evaluation
Workday Performance is designed to cultivate continuous conversation and support individual performance year-round. With regular goal setting, employees set goals for each quarter instead of the full year and can make changes at any time throughout the current cycle. Check-in conversations allow the employee and supervisor to have meaningful conversations surrounding regular individual/team goal setting, work progress and expectations, and professional development opportunities. The Performance Evaluation Rating Scale identifies rating criteria and considerations for performance evaluated as needs improvement, developing, succeeding, and exceeding.
Performance Improvement Plan
A Performance Improvement Plan (PIP) is a structured plan that outlines specific performance concerns, expectations for improvement, and a timeline for achieving those improvements. PIPs are collaborative in nature with investment and engagement by both the employee and the manager.
To pursue a Performance Improvement Plan, please contact your assigned member of the HR Strategic Business Partner team for consultation.
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Myth |
Fact |
|---|---|
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The PIP is a type of formal employee discipline |
A PIP is an intentional investment in performance improvement |
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A PIP is a required precursor to formal discipline |
A PIP is not part of the formal employee personnel record |
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Supervisors may put an employee on a PIP without notice or collaboration with HR and the employee |
A PIP may be completed successfully, extended, or result in formal employee discipline |
Considerations & Guidelines:
- Performance Improvement Plans (PIPs) require the investment and engagement of both the manager and the employee.
- Identified performance concerns are directly tied to job descriptions, GVSU Employee Core Competencies, Standards of Conduct, or other documented University policies or procedures.
- Refusal to participate in a PIP may result in formal employee disciplinary action.
- PIPs are not a method of formal employee disciplinary action, though may accompany formal disciplinary action if appropriate.
- PIPs may not be issued without the involvement of the associated member of the HR Strategic Business Partner team.
- PIPs are typically 45-90 days in duration during which regular check ins are conducted to monitor progress.
- At the end of the identified timeline, a PIP may be closed successfully, extended, or transitioned to formal employee discipline.
- While stored in the employee's document file in Workday, PIPs are not included in the employee personnel file.
Employee Discipline
Per BOT 4.1.4, a typical procedure for disciplinary action will be, depending on the seriousness or frequency of the cause, an oral discussion, a written warning, disciplinary lay-off without pay, and dismissal. All disciplinary actions are subject to the appropriate grievance procedure.
Associated policies and procedures include:
To pursue a formal employee disciplinary action, please contact your assigned member of the HR Strategic Business Partner team for consultation.
Related Terms & Definitions
Corrective Action: Steps taken to address an employee’s misconduct or poor performance, which may include coaching, retraining, or disciplinary measures.
Due Process: The right of an employee to receive notice of allegations and an opportunity to respond before disciplinary action is taken.
Grievance: A formal complaint by an employee regarding workplace treatment, disciplinary action, or working conditions.
Insubordination: The willful refusal to follow a lawful and reasonable directive from a supervisor, often including defiant behavior or refusal to complete assigned tasks.
Insolence: Disrespectful or contemptuous behavior toward a supervisor or employer, which may include rude remarks, sarcasm, or open defiance.
Performance Improvement Plan (PIP): A structured plan that outlines specific performance concerns, expectations for improvement, and a timeline for achieving those improvements.
Progressive Discipline: A system of escalating corrective actions (e.g., verbal warning, written warning, suspension) designed to address employee performance or conduct issues before termination.