Performance Improvement Process (PIP) Policy

(C) Performance Improvement Guidelines

1. Objective & Initiation of PIP

The Performance Improvement Plan (PIP) aims to provide structured support to employees not meeting expected standards, helping them achieve desired outcomes. A PIP may be initiated due to poor performance, failure to meet goals, skill gaps, behavioral issues, adaptation challenges, attendance issues, or other performance-related concerns.

2. Communication & Goal Setting

Employees will be notified of the PIP verbally and through formal mail. Clear performance expectations and goals, aligned with the SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound), will be set during the PIP period. Human Resources, managers, and relevant team members will be involved in the communication process.

3. Duration, Support & Resources

The PIP typically lasts between 15 to 60 days, depending on the severity of the issue. Employees will receive the necessary time, support, and resources, including training, to improve performance in identified weak areas.

4. Monitoring, Feedback & Consequences

Progress will be monitored through regular assessments and feedback sessions. If the employee fails to meet performance expectations, consequences, including disciplinary action up to termination, will be communicated clearly.

5. Confidentiality & Follow-Up

The PIP process will remain confidential, with information shared only among relevant parties. Upon completion, if performance improves, the employee will resume regular duties. If not, further action, including termination, may be taken.

Management Rights

The Management reserves the absolute right to amend, suspend or withdraw any or all the provisions of this policy at any time with or without prior notice to the employees. In case of any ambiguity on the interpretation of any of the provisions contained herein, the interpretation given by such an authorized officer of the company shall be final and binding.