Below is a clear, professional, policy-aligned write-up for NeftalyP238-6-3-3.

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NeftalyP238-6-3-3: Implementation of Performance Improvement Plans by the Neftaly Chief Human Capital Officer

NeftalyP238-6-3-3 establishes the responsibility of the Neftaly Chief Human Capital Officer (CHCO) to design, initiate, and oversee Performance Improvement Plans (PIPs) for Human Capital staff whose performance does not meet the required organisational standards. This clause supports Neftaly’s broader accountability, capacity-building, and performance management framework.

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1. Purpose of the Clause

The purpose of NeftalyP238-6-3-3 is to:

• Strengthen staff performance through guided improvement processes.
• Address performance gaps early and consistently.
• Ensure every staff member receives structured support to meet Neftaly’s expectations.
• Promote fairness, transparency, and continuous development within the Human Capital division.

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2. Responsibilities of the Neftaly Chief Human Capital Officer

The CHCO must:

• Identify performance deficiencies based on evaluations, reports, supervision feedback, and monitoring results.
• Develop and implement Performance Improvement Plans tailored to the staff member’s performance gaps.
• Ensure each PIP includes:
  • Clear performance expectations
  • Improvement targets and timelines
  • Specific tasks and competency areas
  • Required support, coaching, or training interventions
  • Monitoring and evaluation mechanisms
• Communicate the PIP formally to the staff member in writing.
• Provide continuous support, feedback, and supervision during the improvement period.
• Conduct follow-up assessments to determine whether the staff member has met the required standards.

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3. Process for Implementing Performance Improvement Plans

1. Assessment
   The CHCO identifies underperformance through metrics, supervision logs, or monthly reports.
2. Consultation and Discussion
   The staff member is briefed about performance issues and the need for a PIP.
3. Development of the PIP Document
   The CHCO drafts a detailed improvement plan including goals, actions, and timelines.
4. Implementation Phase
   The staff member follows the plan while receiving coaching and support.
5. Progress Monitoring
   Regular check-ins, reviews, and documentation help track improvements.
6. Final Evaluation
   A formal assessment determines if the staff member has:
   • Successfully met performance expectations, or
   • Requires further intervention or escalation (aligned to 6-3-4 and 6-3-5).

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4. Alignment With Broader Neftaly Policies

NeftalyP238-6-3-3 aligns with:

• NeftalyP238 (Performance Management Standards)
• NeftalyP409 (Reporting, Monitoring, and Recordkeeping)
• Neftaly Human Capital Development Framework
• Salary and stipend processing protocols (6-3-4)
• Corrective measures and accountability provisions (6-3-5)

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5. Importance for Neftaly Governance

This clause ensures:

• Consistent performance levels across the Human Capital division.
• Fairness through structured support rather than immediate disciplinary action.
• Improved staff capacity, professionalism, and accountability.
• Stronger service delivery and organisational effectiveness.

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