As part of your career journey at Automata, you and your manager will periodically agree on clear objectives, targets, goals and behaviours expected of you in your role and level. These will be reviewed regularly, and continuous feedback will be provided.

If for any reason you are underperforming in your role, your manager will begin informal conversations with you to identify any misalignment in expectations and areas of support you may need. This may be in your regular 1:1 meetings.

After an informal re-alignment of expectations and support, if your performance does not improve, there may be a need to introduce a formal Performance Improvement Plan (PIP).

Performance Improvement Plan

The Performance Improvement Plan is designed to help employees improve where there is evidence of underperformance by providing clear and unambiguous steps to success, including outlining all available and all possible outcomes if the improvement is not made.

Please note that the decision to place an employee on a PIP may not always be necessary and will be evaluated on a case-by-case basis, taking into account the employee's specific performance issues and tenure.

Objectives

• To provide a supportive framework for employees to improve their performance
• To ensure that employees understand the expectations of their role and the standards they are required to meet
• To enable managers to manage poor performance effectively and consistently
• To provide a fair and transparent process for managing poor performance
• To remove any bias from the process by introducing a neutral 3rd party from the HR team who will review the process from start to finish

Procedure

Read each section carefully to make sure you understand the steps you need to follow to ensure you and your report get the absolute best possible experience and outcome of a PIP process:

• 1. Informal Discussion
• 2. Formal Performance Improvement Plan
• 3. Review Meetings
• 4. Final Review Meeting