As mentioned in step 11 earlier, individualized performance improvement plans should be cre-ated and maintained. These should be done in writing at least once a year with one copy given to the staff member, one copy to the manager, and another to the human resources department to be placed in the employee's personnel file. Using a template can ensure uniformity and prevent an item from being forgotten. Remember that each category of job (clinical or administrative) may require alterations to the template. Let's go over some components of an effective performance improvement plan: Name, employee number, hire date: Put this in the header of the document so it appears on every page. Job title, job description, and list of expectations: These elements should be entered and be the same as that provided to the employee when hired. Amendments should be attached to document any changes over the course of the staff member's employment. Professional development/continuing education: Provide an opportunity for the employee to submit documentation of what he or she has accomplished in the past year and what is planned for the coming year. This should include everyone on staff and all activities should relate to their