Pre PIP plan

[Angele Lalonde]

#97397

Forum: Private

HI,
We have had two meetings with an employee about work practices and expectations (a teacher in a private school) We do not want this to be a formal PIP yet, it is more of a course correction and expectation setting exercise for now. I have mentioned the possibility of a PIP if things don’t improve by the next meeting in my summary letter but I am struggling with what to categorize this current stage as … This did not come about as a result of a performance appraisal but was brought to our attention by students and parents and the employee’s manager (principal). Do you have any suggestions as to what this might be called (I’m hoping it is neutral enough that I can use it in the future for similar situations as our staff is only evaluated every three years).

[Haley O’Halloran]

#97398

Here are several options for what to call this stage, depending on tone and intent:

Performance Coaching Meeting / Plan

Tone: Supportive and developmental.

Why it works: Emphasizes improvement and partnership rather than punishment.

Example phrasing:

“We are currently in a Performance Coaching stage to provide guidance and support in meeting professional expectations.”

This works well in educational settings and aligns with the idea of professional growth rather than discipline.

Expectations Clarification Process

Tone: Neutral and procedural.

Why it works: Focuses on transparency and communication, without implying formal corrective action.

Example phrasing:

“The purpose of this Expectations Clarification process is to ensure mutual understanding of performance standards and responsibilities.”

This is good if you want to emphasize communication and fairness.

Professional Guidance / Development Meeting

Tone: Collegial and educational.

Why it works: Suggests mentorship and professional support, which fits well in a school context.

Example phrasing:

“The employee has been provided with Professional Guidance to align teaching practices with school expectations.”

This can easily be used again in the future without sounding disciplinary.

Informal Performance Review

Tone: Slightly more formal but still below a PIP.

Why it works: Recognized HR term for early intervention, signaling that performance is being monitored but not formally disciplined.

Example phrasing:

“An Informal Performance Review was conducted to address identified concerns and support improvement prior to considering a formal plan.”

This might be useful if you anticipate documenting this process more formally.

Performance Alignment / Improvement Discussion

Tone: Balanced and action-oriented.

Why it works: Suggests a proactive, mutual process.

Example phrasing:

“This Performance Alignment Discussion is intended to clarify expectations and support consistent performance moving forward.”

Recommendation

For a teacher in a private school, where tone and professional dignity matter, the most neutral yet clear term would likely be either:

“Performance Coaching Process”
or

“Expectations Clarification Process.”

These are professional, not punitive, and give you flexibility to later escalate to a Performance Improvement Plan (PIP) if necessary.

I hope this helps!
-HRInsider Staff

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