Improvement plan
Person recordWhat needs to change, how you will both know, and the support that goes with it.
No standard length, and that is deliberate
“30/60/90” is the figure every template supplies and the one a plan must not inherit from software. A length printed here would be read as the standard by everybody who saw it. You set the dates, against the work.
Objectives, measures, support
Three columns, and the third is the one most plans leave out. Training, cover, a change of route, somebody to ask — whatever you are actually putting behind it.
Around it
The conversation that led here is the disciplinary record. The regular check-ins while it runs are the one-to-one log, and the wider review is the performance review.
A plan you wrote and agreed. It supplies no standard length or default review date, predicts no outcome, states no consequence, and reaches no conclusion about anybody's employment. Everything runs on your device.
Questions people ask
- How long should a plan be?
- This product does not say. There is no 30, 60 or 90 day default, no standard length and no prefilled review date, because how long is right depends on the work, on what has to change and on your own policy. You set the dates.
- Does it say what happens if the plan is not met?
- No. It predicts no outcome, states no consequence and reaches no conclusion about anybody's employment. What follows is a decision for the employer, taken with their own advice.
- What makes a measure a good one?
- Something you can both point at. “Close out work orders on the day they are finished” is checkable; “take more ownership” is a disagreement waiting to happen. The plan is worth writing only if the person can tell whether they are meeting it.
- Why is support a column?
- Because a plan that asks somebody to change without changing anything around them is a countdown, not a plan — and everybody involved knows it. What you are offering belongs on the same sheet as what you are asking.