Run and close a performance improvement plan

What this achieves

Once a plan is active it becomes the official record of what was asked, what was reviewed, and what was decided. This covers running it from activation to a recorded outcome.

Required role: Administrator or Manager.

Before you start

Humavera records what you do here. It does not tell you whether an outcome is warranted, whether the process you followed was fair, or what is required of you where the person is employed. Those are matters for your own advisers, and the product takes no view on them.

Steps

Go to Performance → PIPs.
Open the plan.
Select Activate PIP and confirm.
At each checkpoint, select Record checkpoint and complete it.
Select Extend where the plan warrants more time.
Select Decide outcome at the end, and record the decision.

Activating tells three people

Activating notifies the employee, their manager, and the HR partner, and the screen says so before you confirm. From that point the plan is the official record of remediation.

There is no quiet activation. If you are not ready for the employee to know, the plan stays a draft.

Recording a checkpoint

A checkpoint is the conversation, written down. Each one asks for the same things.

Option	Description
Overall progress	On track, At risk, or Off track.
Manager assessment	Your evaluation of performance during that checkpoint period.
Employee response	What the employee said at the checkpoint meeting.
Goal progress	Each goal set to Not started, In progress, Met, or Not met, with optional notes.

Record the employee’s response even where it disagrees with yours. A plan that documents only the manager’s view is a weaker record, and the field exists to be used.

Example: Tom Hargreaves accepts one goal is unmet and disputes another. Both go in the checkpoint, in his words.

Checkpoints show as Scheduled, Completed, or Skipped, so a checkpoint that never happened is visible rather than absent.

Extending

Extend sets a new end date and asks for a reason. The plan is marked as extended, on the list as well as on the plan, and its original end date stays visible.

Extending is not a neutral act. It gives the person more time, and it also lengthens a period they are being formally measured over — which is why the reason is recorded.

Deciding the outcome is permanent

The screen states plainly that the decision is permanent. Read it before you confirm.

Option	Description
Succeeded	The plan was met.
Failed	The plan was not met.
Terminated	The plan ended without completing.

You also record a Summary, and Next steps (optional).

Example: Tom Hargreaves meets three of four goals. What that outcome should be is a judgement for his manager and HR partner together, not something the goal count decides on its own.

The goal tally is evidence for the decision. It is not the decision, and the product never converts one into the other.

Who can change what, and when

Option	Description
Draft	A manager or an administrator can edit the plan.
Active or extended	Only an administrator can edit the goals. The checkpoint, extend, and outcome actions remain available.
Decided or cancelled	Nothing further is edited. The plan stands as the record.

That narrowing is deliberate. Goals a person is being measured against should not move under them once the plan is running.

What happens next

A decided plan is a closed record showing the goals, every checkpoint, and the outcome with its date and summary. Where the outcome leads to a change in employment, that is a separate process with its own approvals — the plan is the evidence behind it, not the mechanism. Where the outcome is success, say so to the person as deliberately as the plan was started.