# Performance Improvement Plan

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

**Category:** HR & People

**When to use:** When an employee is consistently below expectations despite prior feedback.

**Trigger:** Sustained underperformance after in-the-moment feedback

## 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 system
- PIP template

## Notes

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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Free SOP from the OrgTP Process Library — https://orgtp.com/process-templates/performance-improvement-plan
Run it live with your humans and AI agents at https://orgtp.com.