Process Library

Performance Improvement Plan

A fair, time-boxed improvement plan that gives a struggling employee a real chance to succeed with clear, measurable expectations.

HR & People 6 steps
When to use

When an employee is consistently below expectations despite prior feedback.

Trigger
Runs when: Sustained underperformance after in-the-moment feedback

The procedure

6 steps

  1. Confirm the gaps are documented and that prior feedback was given clearly.
  2. Define specific, measurable expectations and the standard that closes the gap.
  3. Set a realistic time box, commonly 30 to 60 days, with interim checkpoints.
  4. Name the support the employee will get: coaching, resources, or training.
  5. Meet at each checkpoint, document progress honestly, and adjust support if it is working.
  6. At the end, decide clearly: met the bar and exit the plan, or did not and move to the next step.
Outputs
  • A written plan with measurable expectations and a timeline
  • Documented checkpoint progress
  • A clear, fair end decision
Tools
HR systemPIP template
Note: A plan designed only to paper a file is unfair and obvious to everyone. Build it so the person can actually pass it; sometimes they do.
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Related searches
pip sop performance improvement process underperformance checklist corrective action plan hr documentation

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