Use this template to manage underperformance with clear expectations and support.

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Performance Improvement Plan

Confidential

Detail	Information
Employee Name
Position
Department
Manager
PIP Start Date
Review Date
PIP End Date

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Section 1: Purpose of this Plan

This Performance Improvement Plan (PIP) has been created to:

• Clearly identify areas where your performance is not currently meeting expected standards
• Provide specific, measurable targets for improvement
• Outline the support and resources available to help you improve
• Set clear timescales for improvement
• Explain the process and consequences

This is not disciplinary action. This is a supportive process designed to help you succeed in your role.

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Section 2: Performance Concerns

Areas requiring improvement:

Issue 1: [Specific performance area]

Current situation:

[Describe the specific performance issue clearly. Include facts, examples, dates where possible.]

Expected standard:

[Describe what good performance looks like in this area. Be specific and measurable.]

Gap:

[Explain clearly the difference between current and expected performance.]

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Issue 2: [Specific performance area]

Current situation:

[Describe the issue]

Expected standard:

[What is expected]

Gap:

[The difference]

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Issue 3: [Specific performance area]

Current situation:

[Describe the issue]

Expected standard:

[What is expected]

Gap:

[The difference]

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Section 3: Improvement Objectives

Clear, measurable objectives to achieve during this PIP period.

Objective 1

Element	Details
Objective	[Specific, measurable goal]
Success criteria	[How we will measure achievement]
Deadline	[Date/milestone]
Support provided	[Resources, training, guidance]

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Objective 2

Element	Details
Objective	[Specific, measurable goal]
Success criteria	[How we will measure achievement]
Deadline	[Date/milestone]
Support provided	[Resources, training, guidance]

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Objective 3

Element	Details
Objective	[Specific, measurable goal]
Success criteria	[How we will measure achievement]
Deadline	[Date/milestone]
Support provided	[Resources, training, guidance]

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Section 4: Support and Resources

To help you achieve these objectives, we will provide:

Training

• [Specific training courses/sessions]
• [Skills development opportunities]
• [Date/timeline for training]

Supervision and Coaching

• Weekly 1-2-1 meetings with [Manager] every [day] at [time]
• Opportunity to shadow [colleague/team member] for [specific tasks]
• Regular feedback on progress

Resources

• [Tools, systems, equipment]
• [Documentation, guides, templates]
• [Access to support functions]

Other Support

• [Additional time for certain tasks during improvement period]
• [Reduced workload in specific areas]
• [Other adjustments]

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Section 5: Monitoring and Review

Weekly Check-ins

• Frequency: Every [day] at [time]
• Duration: [X] minutes
• Purpose: Review progress, provide feedback, address concerns

Formal Reviews

Review Date	Purpose	Who Attends
[Date - Week 2]	Mid-point check	Employee, Manager
[Date - Week 4]	Progress review	Employee, Manager
[Date - Week 6]	Final review	Employee, Manager, HR

Documentation

Progress will be documented including:

• What went well
• What needs more work
• Evidence of improvement
• Any obstacles or concerns

You will receive a copy of all review notes.

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Section 6: Expectations

What we expect from you:

• Attend all scheduled meetings and training
• Actively work towards the improvement objectives
• Seek help when needed
• Communicate any difficulties or concerns promptly
• Demonstrate commitment to improvement
• Accept and act on feedback constructively

What you can expect from us:

• Clear, specific feedback
• Regular support and guidance
• Fair treatment throughout
• Adequate time and resources to improve
• Recognition of progress made
• Open communication

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Section 7: Possible Outcomes

At the end of this PIP period, there are several possible outcomes:

Performance meets standards

If you achieve the objectives and sustain improved performance, the PIP will end successfully. You will return to normal performance management with continued support.

Performance improved but not yet at standard

If significant progress has been made but standards are not yet fully met, we may extend the PIP for a further defined period with adjusted objectives.

Performance has not improved

If performance has not improved sufficiently despite the support provided, we may move to formal capability proceedings which could ultimately lead to dismissal.

Other circumstances

If health, personal circumstances, or other factors emerge during the PIP that affect your performance, we will discuss appropriate adjustments or alternative approaches.

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Section 8: Right to be Accompanied

You have the right to be accompanied at all formal review meetings by:

• A work colleague, or
• A trade union representative

If you wish to be accompanied, please inform [Manager/HR] before the meeting.

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Section 9: Appeals and Concerns

If you have concerns about this PIP or believe it is unfair, you should raise this with [HR/Senior Manager] as soon as possible.

If you believe any aspect of this process is being handled unfairly, you may raise a formal grievance using the Company's grievance procedure.

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Section 10: Agreement

Manager Statement:

I confirm that:

• The performance issues have been clearly explained
• Realistic and achievable objectives have been set
• Adequate support and resources will be provided
• The employee understands the process and potential outcomes

Manager signature: _________________ Date: _________

Employee Statement:

I confirm that:

• The performance issues have been explained to me
• I understand the objectives I need to achieve
• I understand the support available to me
• I understand the timescales and review process
• I understand the potential outcomes
• I have been offered the right to be accompanied
• [Optional] I wish to add the following comments:

[Space for employee comments]

Employee signature: _________________ Date: _________

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Appendices

Appendix A: Relevant Job Description/Person Specification

[Attach or reference]

Appendix B: Previous Performance Reviews

[Attach relevant previous reviews or feedback]

Appendix C: Training Materials/Resources

[List or attach resources provided]

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Review Meeting Record Template

Use this template to record each review meeting during the PIP.

Review Meeting - [Date]

Attendees: [Names]

Progress Summary:

Objective	Progress Made	Evidence	Status
Objective 1			On track / Needs work / Achieved
Objective 2			On track / Needs work / Achieved
Objective 3			On track / Needs work / Achieved

What's working well:

[Notes]

Challenges encountered:

[Notes]

Additional support needed:

[Notes]

Actions for next period:

Action	Who	By When

Employee comments:

[Space for employee input]

Next review: [Date]

Signatures:

Manager: _________________ Date: _________

Employee: _________________ Date: _________

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Key Points for Managers

Before implementing a PIP

• Have informal conversations first
• Document previous feedback given
• Consult HR about approach
• Ensure you have evidence of underperformance
• Check it's a capability (not conduct) issue
• Consider whether other factors (health, discrimination) apply

During the PIP

• Be supportive, not punitive
• Provide regular, specific feedback
• Document everything
• Be consistent and fair
• Recognise progress made
• Stay objective and evidence-based

Common mistakes to avoid

• Making the PIP too vague or unmeasurable
• Not providing adequate support
• Using PIP as a disciplinary tool
• Setting unrealistic timescales
• Failing to document progress
• Not following the process consistently