As prescribed by the Staff Development Program, staff employees (except those covered by a collective bargaining agreement) usually receive a formal performance evaluation each year. When an employee's work performance is unacceptable, because of factors relating to competency as opposed to behavior, the employee will typically be further evaluated prior to any consider­ation of termination. Generally, the supervisor meets with the employee to express his or her concerns and to discuss possible remedies to improve the employee’s performance. Alternatively, an initial formal written "Performance Improvement Plan” (PIP) may be created for the employee, and would likely contain the following elements:

• Statement of the performance deficiencies
• Statement of the expected behaviors to correct the deficiencies
• Statement of the time frame by which the corrections are expected to be achieved >
• Statement of consequences for failure to correct the deficiencies

Normally, a PIP will be issued after departmental management has consulted with the Associate Vice President of Human Resources or his/her designee. Where this is the case, a follow-up evaluation to determine the employee's success at correcting the deficiencies will normally be conducted with the employee and his/her supervisor. Failure to meet the expectations outlined in the initial Performance Improvement Plan may result in discipline up to and including termination of the employment relationship.