The Performance Improvement Plan Review document serves as a crucial tool in New Zealand's employment relations framework, used when formal evaluation of an employee's progress under a Performance Improvement Plan (PIP) is required. This document is typically implemented following the completion of a PIP period, whether that period has been successful or requires further action. It must comply with New Zealand employment law, particularly the Employment Relations Act 2000's requirements for good faith dealings and fair process. The document records the outcome of performance discussions, documents progress against set objectives, outlines support provided, and determines next steps in the employment relationship. It plays a vital role in ensuring transparency, fairness, and proper documentation in performance management processes while protecting both employer and employee interests under New Zealand law.
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1. Header Information: Company letterhead, date, document reference number, and confidentiality notice
2. Employee Details: Full name, position title, department, and reporting manager
3. PIP Reference: Details of the original PIP including date initiated and duration
4. Review Summary: Brief overview of the PIP review process and general outcome
5. Performance Goals Assessment: Detailed evaluation of each performance goal set in the original PIP
6. Support Provided: Summary of support, training, and resources provided during the PIP period
7. Overall Outcome: Clear statement of whether the PIP has been successfully completed or not
8. Next Steps: Specific actions to be taken based on the review outcome
9. Signatures: Space for employee, manager, and HR representative signatures and dates
1. Additional Training Requirements: Used when ongoing training needs have been identified during the review process
2. Extended Timeline: Include when the PIP period needs to be extended with justification
3. Performance Concerns: Used when significant performance issues remain unresolved
4. Employee Comments: Section for employee to provide their feedback on the review process and outcomes
5. Union Representative Comments: Include when a union representative has been involved in the PIP process
1. Original PIP Document: Copy of the initial Performance Improvement Plan
2. Progress Meeting Notes: Summary of all check-in meetings held during the PIP period
3. Performance Metrics: Quantitative data and metrics showing performance against set targets
4. Training Records: Documentation of completed training and development activities
5. Supporting Evidence: Relevant examples, incidents, or documentation supporting the review conclusions
Relevant legal definitions
Performance Improvement Plan
Review Period
Performance Standards
Key Performance Indicators
Objectives
Support Measures
Development Actions
Performance Metrics
Satisfactory Performance
Unsatisfactory Performance
Good Faith
Line Manager
Reviewer
Employee
HR Representative
Union Representative
Performance Coach
Supporting Documentation
Check-in Meetings
Progress Report
Remedial Actions
Extension Period
Final Outcome
Next Steps
Business Days
Working Days
Review Period
Performance Standards
Key Performance Indicators
Objectives
Support Measures
Development Actions
Performance Metrics
Satisfactory Performance
Unsatisfactory Performance
Good Faith
Line Manager
Reviewer
Employee
HR Representative
Union Representative
Performance Coach
Supporting Documentation
Check-in Meetings
Progress Report
Remedial Actions
Extension Period
Final Outcome
Next Steps
Business Days
Working Days
Clauses
Confidentiality
Performance Assessment
Goal Achievement
Support and Resources
Timeline
Outcomes and Consequences
Employee Rights
Appeal Process
Documentation Requirements
Review Process
Next Steps
Good Faith
Signatures and Acknowledgment
Privacy and Data Protection
Record Keeping
Amendments
Follow-up Requirements
Communication Protocol
Dispute Resolution
Performance Metrics
Performance Assessment
Goal Achievement
Support and Resources
Timeline
Outcomes and Consequences
Employee Rights
Appeal Process
Documentation Requirements
Review Process
Next Steps
Good Faith
Signatures and Acknowledgment
Privacy and Data Protection
Record Keeping
Amendments
Follow-up Requirements
Communication Protocol
Dispute Resolution
Performance Metrics
Relevant Industries
Banking and Financial Services
Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Government and Public Sector
Telecommunications
Construction
Hospitality
Transportation and Logistics
Non-profit Organizations
Media and Entertainment
Energy and Utilities
Relevant Teams
Human Resources
Legal
Operations
Management
Executive Leadership
Performance Management
Learning & Development
Employee Relations
Talent Management
Relevant Roles
Chief Executive Officer
Department Manager
Team Leader
Human Resources Manager
HR Business Partner
Performance Management Specialist
Line Manager
Supervisor
Project Manager
Operations Manager
Regional Manager
Branch Manager
Department Head
Senior Manager
Executive Director
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