Performance Improvement Plan (PIP) Template
This template is designed to guide leaders and employees through a fair, structured, and supportive improvement process, as discussed in the episode. It ensures clarity, accountability, and compassion throughout the journey. To find out more about how the PIP fits in the landscape of compassionate employment termination, listen to our podcast episode here.
Employee Name:
Job Title:
Department:
Manager/Supervisor:
Date PIP Initiated:
PIP Duration: (e.g., 30, 60, or 90 days)
1. Reason for Performance Improvement Plan
Briefly describe why the PIP is being initiated. Reference specific performance expectations, how underperformance impacts the team or business, and previous discussions or feedback provided
2. Areas of Concern
List and describe the specific performance issues, with examples and supporting data where possible
| Area of Concern | Example/Evidence | Impact on Team/Business |
|---|---|---|
3. Expectations and Performance Goals
Clearly outline what is expected of the employee in relation to each area of concern. Use SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound)25.
| Goal/Expectation | Success Criteria | Deadline/Milestone |
|---|---|---|
4. Recommended Changes and Action Plan
Detail the changes required to meet expectations and the steps the employee should take. Include any training, resources, or process changes that will be provided23.
| Action/Resource | Responsible Party | Timeline |
|---|---|---|
5. Support and Resources
List the resources, training, mentoring, or support the company will provide to help the employee succeed
6. Progress Checkpoints
Schedule regular meetings to review progress, discuss challenges, and adjust the plan if needed. Specify dates and times for these check-ins
7. Timeline and Milestones
State the overall duration of the PIP and key milestones for review (e.g., 30, 60, 90 days)
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PIP Start Date:
-
First Check-in:
-
Midpoint Review:
-
Final Review/End Date:
8. PIP Period Expectations and Consequences
Clarify conduct expectations during the PIP period and outline possible consequences if performance does not improve (up to and including termination)
9. Acknowledgement
Both the manager and employee should sign and date the plan to acknowledge understanding and commitment to the process26.
Employee Signature: ___________________ Date: ___________
Manager Signature: ____________________ Date: ___________
10. Additional Notes
Include any other relevant information, agreements, or follow-up actions.
Tips for Success
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Collaborate with the employee in creating the plan
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Provide regular, constructive feedback.
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Document all meetings and progress
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Focus on positive reinforcement and realistic timelines.
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Stay objective and supportive throughout the process.
This template ensures a fair, transparent, and supportive approach to performance improvement, aligning with best practices and the compassionate leadership values discussed in the episode.