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🏢

What is your company name?

The legal name of your organization

👤

What is the employee's name?

Full name of the employee this PIP is for

👨‍💼

Who is the employee's manager?

The manager responsible for this PIP

📅

When does the PIP start?

Usually starts immediately or within a few days

💡 The PIP should begin shortly after the decision is made to ensure timely performance management
⏱️

How long should the PIP last?

Standard PIPs typically run 30-90 days

Guidance: 30 days for minor issues, 60 days for moderate concerns, 90 days for complex performance gaps
⚡
30 Days
(Minor Issues)
📊
60 Days
(Standard)
📈
90 Days
(Complex)
🔄

How often will you review progress?

Regular check-ins are essential for PIP success

📅
Weekly
🗓️
Every 2 Weeks
📆
Monthly
💡 More frequent reviews (weekly) provide better support and allow for quicker course correction
⚠️

What are the specific performance issues?

Be factual and specific with dates and examples

⚠️ Include specific dates, metrics, and objective evidence. Avoid vague statements or personality judgments.
🎯

What are the performance objectives?

SMART goals that address the specific issues

SMART Objectives: Specific, Measurable, Achievable, Relevant, Time-bound
💡 Each objective should directly address a performance issue with clear success criteria
🤝

What support will you provide?

Training, coaching, tools, and resources

Important: PIPs must be fair and achievable. Provide adequate support to demonstrate this is a genuine improvement opportunity, not a disguised termination.
📊

How will progress be monitored?

Details of the review and monitoring process

⚖️

What are the possible outcomes?

Success, partial success, or failure scenarios

⚠️ Be clear about consequences but ensure they are proportionate and fair
📋

Employee rights and support?

Optional: Additional support information

📝

Any additional information?

Optional context or special considerations

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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