http://EmploymentRightsIreland.com A look at PIPs (performance improvement plans) and performance management in the workplace in Ireland

1. Performance Improvement Plans
and performance management-what
you need to know

2. Have you been put on a PIP?
• Are you an employer who needs to put
someone on a PIP?
• Performance management should be about
helping employees to reach their potential
and contribute to the overall goals and
success of the employer.

3. Performance reviews should be
• Objective
• Fair
• Transparent
• Relate to real work.

4. Performance reviews should also
• Acknowledge the work of the employee
• Allow good, open communication
• Provide feedback to the employee
• Motivate the employee
• Provide information for decisions about
promotion, salary increases, bonuses, training
• Look at areas in need of improvement in the
employee’s work
• Help employees reach their potential.

5. The employer should..
• Provide specific, constructive feedback about any problem
areas
• Offer support and training for any problem areas
• Be open minded and objective
• Look at the areas of primary responsibility of the employee
and how has performance been
• Review the goals set for the period of performance
• Look at professional development, where appropriate
• Look at goals for the next performance period
• Summarize the review and write down the goals for the
upcoming period (this should be signed by both employer
and employee).

6. The employee should be asked for
feedback
• Did they feel motivated after the review?
• Was there an opportunity to contribute to the
objectives?
• Was feedback fair and objective?
• Was there the opportunity to discuss problems?
• Were achievements recognised?
• Had the employee have any suggestions to
improve the review process?

7. Performance improvement plan (PIP)
• Where an employee’s performance falls below
the standard because of a lack of ability, skill
or knowledge a PIP allows the setting up of a
clear procedure to encourage and help
improvement

8. Line manager needs to..
• Let the employee know that their
performance is not up to the required
standard.
• Agree a PIP with ongoing review dates
• Give the employee a reasonable period of
time to improve and undertake any training
deemed necessary
• Offer the employee closer supervision by a
manager or supervisor.

9. Post PIP
• At the end of this period another meeting will
be arranged to review progress.
• If the progress is not sufficient then a decision
would be taken to take disciplinary action or
extend the PIP before using the disciplinary
process.

10. Do you need a PIP drafted?
• Terry Gorry & Co. Solicitors
• Main Street
• Enfield
• Co. Meath
• Tel: 046/95 49 614 or 086/81 21 797
• terry@employmentrightsireland.com
• http://EmploymentRightsIreland.com