📈 Performance Improvement Plan (PIP)

Employee Name: _______________
Job Title: _______________
Department: _______________
Line Manager: _______________
HR Business Partner: _______________
PIP Start Date: _______________
Midpoint Review Date: _______________
PIP End Date: _______________

[Describe clearly and specifically why this PIP has been initiated. Reference prior conversations, warnings, or feedback that has already been given. Be factual. Avoid subjective language like poor attitude or not meeting expectations without backing it up.]

Specific concerns include:
[Issue 1, with dates and examples]
[Issue 2, with dates and examples]
[Reference to any prior informal or formal conversations already held]

The following objectives must be met by [end date]. Each one is specific, measurable, and achievable within the timeframe.

Objective 1: [Clear, measurable target]
How success will be measured: _______________
Deadline: _______________

Objective 2: [Clear, measurable target]
How success will be measured: _______________
Deadline: _______________

Objective 3: [Clear, measurable target]
How success will be measured: _______________
Deadline: _______________

The following support will be provided during this PIP:

[Training or coaching: what, when, and who delivers it]
[Additional check-ins with the manager: frequency and format]
[Access to tools, resources, or information the employee needs]
[Any adjustment to workload or expectations during this period]

The employee is encouraged to raise any barriers or additional support needs throughout the PIP.

Progress will be reviewed at the following points:

Week 2 Check-In: [Date] Brief review of early progress
Midpoint Review: [Date] Formal review with written record
Final Review: [Date] Outcome decision

At each review, the manager will give honest feedback on progress. The employee will have the chance to share their perspective. Notes from each review will be written up and shared.

At the end of the PIP period, one of three outcomes will apply:

1. Objectives met. The PIP concludes. Performance is confirmed as satisfactory. This will be confirmed in writing.

2. Significant progress but not fully achieved. The PIP may be extended by [X weeks] at the manager's discretion.

3. Objectives not met. A formal disciplinary hearing will be convened. This may result in a formal warning or dismissal.

The employee has the right to be accompanied at any formal hearing by a colleague or trade union representative.

Signing below confirms that both parties have read and understood this Performance Improvement Plan. It does not mean the employee agrees with the concerns raised.

Employee Signature: _______________ Date: _______________

Line Manager Signature: _______________ Date: _______________

HR Signature: _______________ Date: _______________