UK Performance Improvement Plan - Editor

Performance Improvement Plan Editor

Create a structured plan to address performance concerns with clear objectives

🏢 Company & Employee Details

📅 PIP Timeline

? Standard PIPs run 30-90 days. 30 days for minor issues, 60 days for moderate concerns, 90 days for complex performance gaps. Duration depends on improvement needed and role complexity.
The PIP end date will be automatically calculated based on your selected duration

⚠️ Performance Issues Identified

? Be specific and factual. Include objective examples with dates, metrics, and observable behaviors. Avoid vague statements. Focus on what the employee did/didn't do, not personality traits.
List specific incidents with dates, metrics, and evidence. This forms the factual basis for the PIP.
⚠️ Ensure all performance issues have been previously communicated to the employee through informal discussions or documented feedback before issuing a PIP.

🎯 Performance Objectives & Targets

? Objectives must be SMART: Specific (clear and precise), Measurable (quantifiable), Achievable (realistic given resources), Relevant (aligned with role), Time-bound (with clear deadlines). Each objective should address specific performance gaps.
Each objective should directly address an identified performance issue with clear success criteria

🤝 Support & Resources Provided

? PIPs must be fair and achievable. Specify all training, coaching, tools, and support the company will provide to help the employee succeed. This demonstrates the PIP is improvement-focused, not a disguised termination process.
Detail all training, tools, mentoring, and resources the employee will receive

📊 Review & Monitoring Process

Specify how often progress will be reviewed and how feedback will be provided

⚖️ Consequences of PIP Outcome

Clear statement of possible outcomes based on performance during PIP
⚠️ The PIP is a genuine opportunity to improve. Dismissal is only appropriate if the employee fails to meet reasonable objectives despite adequate support and time.

📋 Employee Rights & Support

📝 Additional Information

Your Performance Improvement Plan is Ready

Review your customized PIP document below

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⚖️ Qualified Legal Professional Expert-Reviewed Performance Improvement Plan Template

This PIP template has been carefully drafted and reviewed by a qualified legal professional. It provides a strong foundation for fair performance management but is not a substitute for personalised HR advice. Always ensure PIPs are used appropriately as genuine improvement tools, not disguised termination processes. For tailored guidance on your specific situation, you can book a consultation with one of our legal professionals here.

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