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A statement or paragraph describing the current situation - Use as objective language as possible. If any policies or the Code of Conduct (Reliant’s or the church’schurches) have been violated, briefly describe what has been violated and how. Keep the description to things that were either in the staff memberemployee's control or that the staff member’s employee’s behaviors directly impacted.

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Monitoring plan - Describe how you will monitor the plan. For example, someone will meet with the staff member weeklyemployee weekly, monthly, or at whatever frequency makes sense.

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This Action Plan will be reviewed on or around XXMM/XXDD/XXXXYYYY. At that time, Ministry Leadership and your supervisor will make determine a next step determining, which could include but is not limited to,

• Continuation. Maintain the current Action Plan Standard of Performance until completion.
• Modification. A modified Action Plan or Standard of Performance is needed.
• Final warning. Some or all requirements have not been met, or have not been deemed to be productive to a sufficient level, and additional steps are needed.
• Termination of employment. Requirements are not met, or have not been deemed to be productive to a sufficient level, making continued employment untenable.

Acknowledgment section - At the end, provide a place where the staff member employee can add any comment. Have the staff member employee and supervisor/leader sign the Standard of Performance indicating that they acknowledge the receipt of the Standard of Performance.

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