D.C. Mun. Regs. tit. 8, r. 8-B1910
The purpose of a Performance Improvement Plan (PIP) is to establish clarity, for both the employee and supervisor, about areas of performance that are deficit and in need of improvement. The PIP is a management tool for correcting such performance deficiencies and is not a form of discipline. It is used to monitor and measure deficient work product, processes and/or behaviors as efforts are undertaken to improve performance or modify behavior. The PIP also serves as the basis for further action if deficient performance continues.
The PIP will be developed by the employee's immediate supervisor, and provide concrete, measurable actions and/or steps to be taken for the employee's performance to improve in specifically identified area(s).
At the sole discretion of the supervisor, the PIP may be issued for a 30-, 60-, or 90-day period. A PIP may be extended in thirty (30)-day increments up to a maximum of ninety (90) days.
Within fourteen (14) days of the conclusion of the PIP period, and in consultation with the University's Office of Human Resources, the supervisor will make a written determination as to whether the employee has met the requirements of the PIP. A copy of the supervisor's decision will be provided to the employee.
If the employee receives a rating of "Meets Expectations" at the end of the PIP, no further action is required of the supervisor.
An employee who successfully completes a PIP must maintain a rating of "Meets Expectations" throughout the next full Performance Appraisal Period. If the employee's performance once again falls (at any time during the next Performance Appraisal Period) to a rating of "Unsatisfactory" for a Critical Performance Element and/or S.M.A.R.T. Goal for which a PIP has been previously issued, an adverse action may be initiated without another PIP, pursuant to the provisions of Chapter 15 of this title.
If the employee fails to improve their performance deficiencies during the PIP and their performance remains "Unsatisfactory", the supervisor, in consultation with the Vice President of Human Resources, must propose one of the following actions:
Adverse actions to demote or separate an employee who has failed to perform satisfactorily will be accomplished pursuant to the provisions of Chapter 15 (Progressive Discipline), except for at-will employees.
D.C. Mun. Regs. tit. 8, r. 8-B1910