ALABAMA A& M UNIVERSITY
PERFORMANCE IMPROVEMENT PLAN (PIP)
Alabama A& M University ● Performance Improvement Plan Page | 1
Instructions for Supervisors
The purpose of the Performance Improvement Plan (PIP) is to raise the employee’s
performance to an acceptable level for success at Alabama Agricultural and Mechanical
University (AAMU). Supervisors will help initiate the employee improvement by providing:
A summary of key areas requiring improvement;
An explanation of the organizational impact of the current performance;
A review of expectations for improved performance and the means of measurement to
be used; and
An outline of key goals, development steps, measures of success, timeframe/check-in
points, and summary of results.
Key areas of Improvement
Key areas of improvement should include major performance areas requiring improvement or
change. Some examples are listed below.
Performance
Employee failed to complete the fundraising project
Employee overspent his/her budget by $5000
Behavior
Employee is habitually late for work
Employee is consistently rude to customers
Business Impact
The business impact section outlines how the employee’s current level of performance is having
a negative impact on organizational results. For example:
Impact on delivery of services
Impact on team
Impact on department success
Performance Improvement Plan
Supervisor will create a Performance Improvement Plan for employees to follow in order to
improve their current performance. In the performance column, the supervisor should describe
the area(s) of improvement the employee needs to focus on. The supervisor should also list
specific goals (s) the employee should complete to improve their performance. The action steps
column is for the supervisor to explicitly describe the improvement strategy and specific steps
necessary for the employee to improve performance. The timeframe and measures column is
for the supervisor to list meeting dates for the employee and supervisor to discuss the
improvement action plan and to list measures that will be used to determine if the employee has
completed their goal. The result column is for the supervisor to record the employee’s results
and list completion dates. It may be necessary for the supervisor to use additional space to
record the results. The results column can include positive and/or negative comments.
The supervisor and employee should keep a copy of the plan.
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