Skip to content

Update organization.md #4261

New issue

Have a question about this project? Sign up for a free GitHub account to open an issue and contact its maintainers and the community.

Sign up for GitHub

By clicking “Sign up for GitHub”, you agree to our terms of service and privacy statement. We’ll occasionally send you account related emails.

Already on GitHub? Sign in to your account

Closed
ginnyporlaje-pro wants to merge 1 commit into from
Closed

Update organization.md #4261

Changes from all commits
Commits
Show all changes
1 commit
Select commit
File filter

Filter by extension

Filter by extension
Conversations
Failed to load comments.
Loading
Jump to
Jump to file
Failed to load files.
Loading
Diff view
Diff view
19 changes: 5 additions & 14 deletions src/handbook/peopleops/organization.md
View file
Open in desktop
Original file line number Diff line number Diff line change
Expand Up @@ -99,24 +99,15 @@ All cases of underperformance must be documented by the manager through email to
the CEO and CTO with the timespan of a potential plan created by the employee's
manager.

### Performance Improvement Plan (PIP)
### Performance Support & Coaching Plans

After the plan formulated by the manager has not returned the employee to performance
that is considered on par with the expectations of their role the CEO and manager
will create a PIP for the employee.
When initial management support and feedback have not returned a team member to performance that is considered on par with the expectations of their role, the CEO and manager may move forward with a formal [Performance Support & Coaching Plans](https://flowfuse.com/handbook/peopleops/coaching-plans/).

**A PIP is a genuine opportunity from FlowFuse to the employee to get where they need to be.** While other companies
use PIPs solely to provide the legal documentation for termination, at FlowFuse a
PIP is intended to set the bar for both the manager and employee and have transparency
around expected performance.
A Performance Support Plan is a genuine opportunity from FlowFuse for the team member to get where they need to be. While other companies may use formal plans solely as documentation for termination, at FlowFuse this plan is intended to clearly set expectations for both the manager and the team member, provide transparency around performance standards, and create a shared path toward improvement.

The PIP will outline the specific areas of underperformance, the specific steps
the employee must take to improve, and the timeline for improvement. The employee
will be required to sign the PIP and agree to its terms.
The Performance Support Plan will outline the specific areas of underperformance, the concrete steps the team member must take to improve, and a clear timeline for improvement. The team member will be required to review and acknowledge the plan and agree to its terms.

If an employee has been on a PIP before and for the same reasons enters this stage
of the underperformance policy again the CEO and manager can opt for not providing
a PIP. This ensures that a PIP is a genuine change.
If a team member has previously completed a Performance Support Plan for the same reasons and re-enters this stage of the underperformance policy, the CEO and manager may choose not to issue another plan. This ensures that formal support plans remain a genuine opportunity for change.

### Termination

Expand Down
Loading