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Managing Performance Concerns
Staff Performance Concerns:
Supervisors should address performance deficiencies as they are identified. By recognizing performance deficiencies early and discussing them with the staff member, the supervisor provides the staff member the best opportunity for success.
Please consult with Staff Relations when deficiencies are noted to determine the appropriate performance management mechanism for your employee. These may include a coaching plan or a performance improvement plan (PIP).
It is especially important to address performance problems with probationary employees in a timely manner.
Staff Performance Management Guidelines
Staff Performance Management Policy
Faculty Performance Concerns:
When addressing faculty performance concerns, please reach out to Faculty Relations. Additional consultations may also be needed with the dean or the provost offices.
“The Staff and Faculty Relations Team is here to provide support and assist you in effectively addressing performance concerns. Whether you are an employee or manager, our team can provide resources to help identify and remedy performance concerns.”
Joy PattonDirector of Staff and Faculty Relations
Resources for Addressing Performance Concerns
Clemson provides excellent training to help supervisors manage performance and conduct issues including Managing Performance Concerns and Misconduct and Difficult Conversations.
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What is the difference between a coaching plan and a Performance Improvement Plan (PIP)(staff employees only)?
A coaching plan is an informal tool to give an employee with performance deficiencies the opportunity to succeed. Specific goals are outlined for the employee and frequent meetings are scheduled for the employee and supervisor to discuss progress.
A Performance Improvement Plan (PIP) outlines the job duties, objectives, and/or competencies included on the staff member's planning document that are considered to be at an "unsuccessful" or “unacceptable” level. It also gives an explanation of the deficiencies for each job function, objective, and/or competencies listed as well as actions to take to improve the noted deficiencies. The PIP is a more formal tool and changes the employee’s next review date.
Please contact Staff and Faculty Relations to draft/issue a coaching plan or a Performance Improvement Plan (PIP).
*Effective September 1, 2024, the South Carolina Department of State Human Resources (DSHR) made several updates to the state HR regulations, including the renaming of a Warning Notice of Substandard Performance to a Performance Improvement Plan (PIP) and the use of the term "coaching plan" for an informal performance management tool. Please reference this OUR Clemson announcement for additional details.
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When do I do a coaching plan or a Performance Improvement Plan (PIP)?
A coaching plan is typically developed after an overall “Improvement Needed” review or when an employee is struggling with one or more job functions or competencies. A PIP may be issued at the unsuccessful conclusion of a coaching plan or when performance is failing or unsuccessful in one or more job duties and/or competencies. Staff Relations can assist with coaching plans. All PIPs must be issued in conjunction with Staff Relations.
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How do I performance manage an employee with FMLA or other leave issues?
Performance concerns that also involve a health issue(s) should be referred to Staff and Faculty Relations.
