Efficiency Improvement Strategy

 Performance Improvement Plan Composition

Section I: Employee Information

|EMPLOYEE'S NAME: |Last |First |Middle Initial | | |      |      |   | |JOB TITLE: |SERVICE TYPE/GRADE: | RATING PERIOD: | |      |/ | | |AGENCY NAME/AGENCY CODE |SUPERVISOR/RATER NAME: | | |      | |DATE ISSUED, |

Section II: Information

This Performance Improvement Plan (PIP) is to notify the employee called above that his or her job efficiency fails to satisfy the minimum requirements of the situation and to give you the employee with an opportunity to improve job efficiency in the specific areas referred to.

If the worker fails to improve his/her work performance and/or to meet required standards by specified period of time, the employee may receive a performance rating of " Limited Performer”, and/or may be be subject to reassignment, demotion, or removing

NOTE: The supervisor need to document, inside the following parts, only all those areas which have been observed being below the " Valued Performer” (3) ranking level:

|WHAT? |HOW? | |WHEN? | | Primary Competencies |Desired Outcome |Action Plan to Boost |Results to Measure |Frequency of Monitoring | |(Check only those that apply) | |Performance | | | | CONVERSATION Presents tips and data verbally|      |      |      |      | |and in writing within a clear, succinct manner. Stocks | | | | | |information with and informs other folks on a regular basis | | | | | |using appropriate and easily recognized language. | | | | | |Able to articulate agency mission and goals. | | | | | | CUSTOMER SATISFACTION Partners with internal and external |      |      |      |      | |customers to provide quality support. Demonstrates | | | | | |consistent and continual faithfulness to all approved | | | | | |District customer service goals and criteria. Treats| | | | | |all customers within a professional and courteous way. | |...

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