Performance Improvement Plan (PIP) Template
A structured framework for addressing performance issues with clear expectations, measurable goals, and support mechanisms to help employees succeed.
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Comprehensive PIP template with goal tracking and legal compliance built-in
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Performance Improvement Plan
1. Performance Concerns
Describe specific performance deficiencies with concrete examples and dates.
- Quality of Work: Submitted 3 reports with significant errors (dates: [X], [Y], [Z]) requiring complete rework and causing client dissatisfaction
- Timeliness: Missed 5 project deadlines in the last quarter without proactive communication
- Communication: Failed to respond to team requests within agreed 24-hour timeframe on multiple occasions
[Replace with specific, measurable performance issues relevant to this employee]
2. Expected Performance Standards
Clearly define what successful performance looks like with measurable criteria.
- Quality: Submit error-free reports that require no more than minor formatting adjustments
- Timeliness: Complete all assigned projects by agreed deadlines or communicate delays 48+ hours in advance
- Communication: Respond to team requests within 24 hours during business days
[Define clear, measurable standards specific to the role]
3. Specific Improvement Goals & Timeline
Set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) with milestones.
Goal 1
Goal 2
Goal 3
4. Support & Resources Provided
Detail training, mentoring, tools, and support the employee will receive.
- Weekly 30-minute coaching sessions with [Manager Name]
- Access to [specific training course/resource]
- Peer mentoring with [Team Member Name]
- Additional time allocated for quality review process
[List specific support mechanisms]
5. Check-in Schedule
6. Consequences of Not Meeting Expectations
Acknowledgment & Signatures
By signing below, I acknowledge that I have received and reviewed this Performance Improvement Plan. I understand the performance concerns, expected standards, improvement goals, support provided, and potential consequences. My signature does not necessarily indicate agreement with the contents, but confirms I have received this document and understand its contents.
How to Use This Template Effectively
Before Issuing
- Document all performance issues with dates and examples
- Consult with HR and legal counsel
- Ensure you've provided informal feedback first
- Verify performance standards are reasonable
During the PIP
- Hold regular check-ins (at least weekly)
- Document all progress and discussions
- Provide consistent, specific feedback
- Make support resources readily available
Common Mistakes
- Being vague about expectations
- Setting unrealistic goals
- Not providing adequate support
- Adding new issues mid-PIP
Legal Protection
- Keep all documentation organized
- Apply PIPs consistently across employees
- Don't rush the process
- Get signatures from all parties
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