HertzAI Performance Improvement Plan (PIP) Policy

1. Introduction

This policy outlines the process for implementing a Performance Improvement Plan (PIP) at HertzAI. A PIP is a structured approach to address performance issues and help employees meet the expected standards of their role.

2. PIP Process Overview

Identify Issues Informal Discussion Formal PIP Initiation PIP Implementation Final Evaluation HertzAI PIP Process Overview
  1. Identify Performance Issues: Manager observes and documents performance concerns.
  2. Informal Discussion: Manager has an informal conversation with the employee about the concerns.
  3. Formal PIP Initiation: If issues persist, a formal PIP is initiated.
  4. PIP Implementation: The 2-month PIP period begins with regular check-ins and support.
  5. Final Evaluation: At the end of 2 months, the employee's progress is evaluated.

3. PIP Implementation Timeline

Start Weekly Check-ins Bi-weekly Reports Monthly Review End HertzAI PIP Implementation Timeline (2 Months)

The standard PIP duration at HertzAI is 2 months (60 days). During this period:

  • Weekly one-on-one meetings between manager and employee
  • Bi-weekly written progress reports submitted by the employee
  • Monthly review meeting with manager, employee, and HR representative

4. PIP Outcomes

PIP Completion Evaluation Successful Partial Improvement Unsuccessful HertzAI PIP Outcomes Flowchart

4.1 Possible Outcomes

  1. Successful Completion: Employee has met all PIP objectives. PIP is concluded, and normal performance management resumes.
  2. Partial Improvement: Some progress made, but not all objectives met. PIP may be extended for an additional month (case-by-case basis).
  3. Unsuccessful Completion: Little to no improvement in performance. Proceed to consequences as outlined below.

4.2 Consequences of Not Meeting Deliverables

If the employee fails to meet the PIP objectives within the 2-month period:

  1. Reassignment: If appropriate, the employee may be reassigned to a different role that better matches their skills.
  2. Demotion: The employee may be demoted to a lower-level position if one is available and appropriate.
  3. Termination: If reassignment or demotion are not viable options, or if the performance issues are severe, employment may be terminated.

5. Conclusion

This PIP policy is designed to provide a clear, structured approach to addressing performance issues at HertzAI. It aims to support employee improvement while also maintaining high standards of performance across the organization.