The Key To Effective PIP's
  • CODE : AMYJ-0003
  • Duration : 60 Minutes
  • Level : Intermediate
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Amy J. Keely is an award-winning supply-chain marketer with over twenty years of business experience working for small businesses as well as billion-dollar corporations - in a variety of industries – primarily within the disciplines of marketing and operations.

Amy’s specialty areas include supply chain marketing, generational workforce management, small to midsized business growth, and healthcare advocacy. She holds a Bachelor of Arts in English from the University of Michigan with an influence in psychology and communication and attended Cambridge University in the UK for International Studies. She also holds a Master’s in Business Administration (MBA), a Master of Education (M.Ed.); and a Ph.D. ABD in Philosophy, Aesthetics, and Art Theory.
Her successful marketing campaigns have resulted in earning the highly prestigious industry awards of the American Marketing Association Award and Silver Microphone Award. Amy has traveled extensively throughout the U.S. and globally to countries in Europe and India. It has helped her have a deeper understanding of various cultures in global business.

She has taught classes at both business colleges and art schools in the following disciplines: Management, Business/Business Law, Marketing (Advertising/Digital Media, Public Relations, Sales, Customer Service), Human Resources, English, Communications, Photography, and Fashion Merchandising (Consumer Behavior, Visual Merchandising, Import/Export Taxation, Inventory & Stock Control, Forecasting, etc.).

In addition to published case studies written for the workforce management industry, she is a published author from one of her Ph.D. papers titled The Evaluation or Valuation of Art: An Artist’s Dilemma. Her peer reviewed paper was published in the International Journal of Art and Art History. She is a keynote speaker at major events and conferences as well as being invited to speak at a Tedx event at Grand Valley State University.

Amy’s career and educational choices are unique. As an academic, artist-philosopher, award-winning marketer, and business executive she has the unique lens of an inter-disciplinarian. While having separate and distinct interests, she has found connections that are uncommon but support her areas of passions. She is a health advocate supporting mental health patients including her mother who was the first female engineer but passed away from Alzheimer’s with Sundowners. Her current doctorial work in fashion philosophy also supports her marketing background as both are tied to knowledge, the idea, and the role of ‘beings in the world’.

This webinar has been approved for 1.00 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at

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An Employee Performance Improvement Plan (PIP) is a formal document that outlines specific concerns or gaps in an employee’s performance. It serves as a strategy to help the employee improve on the specific areas of their job where they are not meeting the requirements of the position they were hired for. There are certain items that must be included when presenting an employee with a Performance Improvement Plan.

This plan is multi-faceted. It is a key building block to build a case against an employee you are planning to terminate. It provides documentation and verification that all parties involved understand the problem at hand and the possible consequences if the employee does not comply with the necessary steps resulting in outcomes set forth in the PIP.  

It is not only essential for the termination process. It is also a helpful tool for an underperforming employee who wishes to improve their skills and keep their job. This would prove they were motivated to put their best foot forward in order to maintain their current position and possibly grow with the company. It would provide one to one mentorship from their supervisor or manager.

Areas Covered   

Employee Information:

  • Employee’s vital information such as:  the employee’s name, job title, and department.

State Employer’s Concerns:

  • Which areas of the job description is the employee failing to meet?  List job-specific skills.
     o  Soft skills (such as communication or teamwork), or any other relevant issues.
     o  Give specific details and examples to ensure the employee understands why you feel there is an issue.

State Employer’s Goals and Expectations in Measurable Terms:

  • Set clear, achievable goals for improvement. These goals should be specific, measurable,
    and what your deadline is.
  • Define the expected performance level of quality and standards the employee needs to meet.
  • For example, if an employee continuously misses deadlines, the goal could be to regularly submit their work on time.
    Select a Timeline and Provide the necessary steps to take.
  • List the steps the employee needs to take to improve.
  • Provide specific timelines and deadlines for each goal.
  • Common timelines are 30, 60, or 90 days.
  • Provide specific details on any training, coaching, or resources that will be provided to support the employee.

State the Next Steps or Consequences:

  • Outline the consequences if the employee does not meet the expectations listed in the PIP.
     o This could range from additional coaching to more serious disciplinary actions.
     o Be fair and consistent in applying consequences.

Acknowledgment and Signatures:

  • Both the employee and their manager should sign the PIP to acknowledge its contents.
     o This is written confirmation that the employee is aware of the plan and committed to improvement.

Who Should Attend        

  • Employee Management
  • Performance Management
  • Small Business Owners
  • Leaders
  • Managers
  • Team Leaders and Department Heads
  • Supervisors and others in Leadership Role
  • Human Resource Professionals

Why Should You Attend

This is a crucial step if you are dealing with an underperforming or non-performing employee before termination. It can save you and your organization a lot of headaches in the event of a wrongful termination lawsuit.

Additionally, it can provide mentorship to an underperforming employee who wishes to improve. This will provide cost savings to the organization and retain good workers who have fallen short in their responsibilities.

This course will provide the student with valuable information in creating effective PIP's.

Topic Background

A performance improvement plan (PIP) is an action plan that is created to identify an employee’s poor performance. It includes an explanation of the behavior that needs to be addressed, measurable goals for improvement, and a timeline with regularly scheduled check-ins and pre-determined benchmarks and goals.

  • $160.00

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