Performance Improvement Plan
The Affirmative Action/Employee Relations office must be notified whenever an employee receives an unsatisfactory performance appraisal. When an employee's performance is less than satisfactory and is not resolved through informal discussion, Section 2.73 of the Personnel Policies and Procedures Manual requires that the employee be reevaluated at least once every 30 calendar days up to a maximum of 90 calendar days until:
- the employee's performance has improved and is evaluated as at least satisfactory, or
- the employee is terminated. To assist in this process, we have compiled a 30-day, 60-day, and 90-day checklist.
This checklist must be completed at each interval, unless the employee's performance has returned to satisfactory. If the employee's performance does return to satisfactory, it should be noted on the checklist.
Additionally, an employee placed on the Performance Improvement Plan is ineligible for consideration for other jobs within the university as stated by University Policy PER-2.04: "An applicant shall not be referred for interview if he or she: (5) has an unsatisfactory employment record as shown by factual evidence." The performance appraisal must be sent to both the Human Resources File Room and the Affirmative Action/Employee Relations office.
Additionally, a copy of each 30-day, 60-day, and 90-day checklist must be sent to our office. The Affirmative Action/Employee Relations will monitor this process and will be available to offer any technical assistance or advice prior to issuing such evaluations. Any deviation from these guidelines without prior consent from our office will result in an automatic satisfactory for the employee.
If you have any questions, please do not hesitate to contact us at 852-6538 or by e-mail.
