Below is a standardized Corrective Action Plan (CAP) template and process for SayPro, designed to address instances where a Chief’s performance does not meet expectations. This plan provides a clear, fair, and accountable path to improvement, ensuring that leadership remains aligned with SayPro’s strategic and operational goals.

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✅ SayPro Chief Performance Corrective Action Plan (CAP)

🔍 Purpose

To provide a structured and transparent process for identifying underperformance by SayPro Chiefs, addressing root causes, and guiding improvement through specific, time-bound actions.

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📄 Section 1: General Information

Chief’s Name
Position
Department
Review Period
Date CAP Initiated
Initiated By (CEO/Board/COO)

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🚩 Section 2: Identified Performance Issues

Clearly outline the areas where performance did not meet expectations.

Performance Area	Issue Description	Expected Standard	Observed Result
Financial Oversight	Missed quarterly budget targets by 25%	Within 5% variance	-25% variance
Program Delivery	Delayed key deliverables for 3 projects	≥ 90% on-time delivery	60% delivery
Staff Engagement	Low team morale and increased staff turnover	>80% retention, positive feedback	65% retention

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🛠️ Section 3: Root Cause Analysis

Analyze the possible causes of underperformance.

• Internal (e.g., leadership gaps, communication issues, decision delays):
  • Example: Lack of regular departmental reviews
• External (e.g., funding cuts, technology failures, supplier delays):
  • Example: Procurement delays due to vendor changes

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📈 Section 4: Corrective Action Plan

Specify what actions will be taken, who is responsible, and how success will be measured.

Corrective Action	Responsible Party	Deadline	Success Metric	Status
Implement monthly financial review with CFO team	CFO	30 May	Variance reduced to ≤ 5%	In Progress
Schedule biweekly project status check-ins	COO	10 May	90% of projects on schedule	Not Started
Launch anonymous team engagement survey	CHRO	15 May	≥ 80% positive response rate	Planned

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🧭 Section 5: Monitoring & Evaluation

Outline how progress will be tracked and evaluated over time.

Monitoring Method	Frequency	Responsible Party
KPI tracker updates	Weekly	Strategy Office
Feedback from team/stakeholders	Monthly	HR Department
Interim performance reviews	Bi-monthly	CEO or Line Manager

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🧾 Section 6: Consequences for Continued Underperformance

Clearly state what will happen if no measurable improvement occurs by the end of the CAP period.

• Formal written warning and additional oversight
• Reassignment or role restructuring
• Contract review and potential termination
• Recommendation to the Board for action

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✅ Section 7: Acknowledgement & Commitment

By signing this document, the Chief agrees to the corrective actions and acknowledges that failure to meet the improvement goals may result in further disciplinary action.

Chief’s Name	Signature __________________	Date __________
Evaluator (e.g., CEO)	Signature __________________	Date __________

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🗂️ Appendices (Optional Attachments)

• Latest performance report
• Feedback documents
• Team survey results
• Financial or program delivery reports

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⏳ Suggested CAP Duration

Performance Level	CAP Duration
Moderate Gaps	30 days
Significant Gaps	60–90 days
Chronic Underperformance	Up to 120 days (with Board review)

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This Corrective Action Plan ensures that SayPro maintains high leadership standards while providing a fair, clear path for Chiefs to improve and succeed.

Would you like this as a downloadable Word document, Google Doc, or fillable PDF template for use in your HR or performance management process?