Performance Improvement Plan
What is this form?
The Performance Improvement Plan (PIP) is a structured document intended to enhance an employee's work performance through clear communication between the employee and their supervisor. It outlines specific areas where improvement is needed and sets measurable goals. This form differs from general employee evaluation forms by focusing specifically on performance issues and action steps to support improvement.
Form components explained
- Employee information: Details about the employee, including their job title and department.
- Performance issues: Specific areas of performance that require improvement.
- Goals and objectives: Measurable targets that the employee should aim to achieve.
- Action plan: Steps to be taken to facilitate improvement, including support and resources provided by the supervisor.
- Timeline: The period within which the employee is expected to meet the outlined goals.
- Follow-up meetings: Scheduled discussions to assess progress and make adjustments as necessary.
Common use cases
This form is typically used when an employee is struggling to meet performance standards. Situations may include frequent mistakes in work output, failure to meet deadlines, or lack of communication within a team. Implementing a Performance Improvement Plan can help clarify expectations and provide the employee with a framework for improvement.
Who this form is for
- Supervisors and managers needing to address performance issues with their team members.
- Human resource professionals who are involved in employee evaluations and performance management.
- Employees who have received feedback indicating a need for performance improvement.
Completing this form step by step
- Identify the employee: Enter the employee's full name, job title, and department.
- Describe performance issues: Clearly outline the specific areas where performance is lacking.
- Set measurable goals: Include clear and achievable targets that the employee should strive to meet.
- Develop an action plan: Detail the support and resources available to the employee during the improvement period.
- Establish a timeline: Indicate the duration of the improvement plan and when follow-up meetings will occur.
Does this document require notarization?
This form does not typically require notarization unless specified by local law.
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Make edits, fill in missing information, and update formatting in US Legal Forms—just like you would in MS Word.
Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
Sign and collect signatures with our SignNow integration. Send to multiple recipients, set reminders, and more. Go Premium to unlock E-Sign.
If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
We protect your documents and personal data by following strict security and privacy standards.
Mistakes to watch out for
- Vague descriptions of performance issues that do not provide clear guidance.
- Setting unrealistic goals that are not achievable within the time frame specified.
- Failing to provide adequate support or resources to assist the employee.
- Neglecting to document all discussions and feedback during the performance improvement process.
Benefits of completing this form online
- Convenience of access: Downloadable form can be filled out anytime and anywhere.
- Editability: Users can customize the form easily to fit specific situations.
- Reliability: Forms created by licensed attorneys ensure legal validity.
Legal use & context
- A Performance Improvement Plan is an informal tool used to enhance employee performance.
- While it is not a legally binding document, it may be important in defense against wrongful termination claims.
- Proper documentation of the PIP process is critical for organizational compliance.
Quick recap
- The PIP is designed to assist employees in improving their performance.
- It includes specific performance issues, goals, and an action plan.
- Supervisors and HR professionals should approach this process with clarity and support.
- Documentation and follow-up are essential to the effectiveness of the PIP.
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FAQ
A performance improvement plan (PIP), also known as a performance action plan, is a tool to give an employee with performance deficiencies the opportunity to succeed. It may be used to address failures to meet specific job goals or to ameliorate behavior-related concerns.
Be Punctual at Work, Meetings, and Events.Maintain a Healthy Diet and Exercise Regularly.Take Initiative.Improve Your Work Quality.Request (and Utilize) Feedback.Develop Job Knowledge and Skills.Support and Advance Your Organization's Vision, Mission, and Values.15 Performance Goals For Delivering Uncommon Results At Work\nwww.lifehack.org > performance-goals
Specific and measurable objectives that are achievable, relevant and time-bound (otherwise known as SMART goals). PIPs usually last 30, 60 or 90 days, depending on how long it would reasonably take to improve the specific issue.
Identify the performance/behavior that needs improving. Provide specific examples for reasoning. Outline expected standard. Identify training and support. Schedule check-ins and review points. Sign and acknowledge.
1Step 1: Identify if a PIP is needed.2Step 2: Focus on behaviors.3Step 3: Provide proof with specific examples.4Step 4: List your expectations.5Step 5: Offer resources.6Step 6: Create a timeline.7Step 7: Sign off on it.
Achievements. Productivity. Communication skills. Teamwork. Creativity and Innovation. Flexibility and Problem-solving.
Identify performance or behavioral issues that need improvement. Explain the level of performance and behavior expected. Supply helpful suggestions for employee improvement. Schedule progress meetings with the employee. Outline consequences for not meeting standards.
A performance improvement plan is a formal document stating any recurring performance issues along with goals that an employee needs to achieve in order to regain good standing at the company (usually with a specific timeline to complete the plan).
Specific and measurable objectives that are achievable, relevant and time-bound (otherwise known as SMART goals). PIPs usually last 30, 60 or 90 days, depending on how long it would reasonably take to improve the specific issue.
