plan template · Free download
Performance Improvement Plan (PIP) Template
A fair, documented performance improvement plan template that sets clear expectations, measurable goals, support, and review dates to help an employee succeed.
Enter your details below to unlock the free PDF and CSV download.
Get your free download
Enter your details — the PDF downloads instantly.
What you get
- A structured PIP with specific gaps and measurable expectations
- A support-and-resources section so it's a path to success, not a paper trail
- A weekly check-in tracker with dates and outcomes
- Clear consequences and sign-off for a defensible record
Template preview
A preview of the structure. Download the PDF or CSV for the complete, ready-to-use version.
Plan details
- Employee name
- Job title
- Manager
- Plan start date
Purpose
Summarise why the plan exists and that its goal is to help the employee meet expectations, with the specific areas of concern.
Performance gaps & expectations
| Area of concern | Specific example | Expected standard | How measured |
|---|
Support & resources provided
- Additional coaching or 1:1 time
- Relevant training or learning resources
- Clarified priorities and expectations
- A named point of contact for questions
Review check-ins
| Check-in date | Progress observed | Support adjusted? | On track? |
|---|
This is a preview — the full template continues in the download.
Enter your details above to download the full template.
How to use this template
- 1
Be specific about the gap
State the exact performance issues with examples and dates — vague concerns make a PIP unfair and unenforceable.
- 2
Set measurable targets
Define what 'good' looks like, how it's measured, and the deadline so progress is unambiguous.
- 3
Commit to support
Pair every expectation with the coaching, training, or resources you'll provide to help them get there.
- 4
Review on a cadence
Hold scheduled check-ins, document each one, and decide the outcome objectively at the end of the plan.
Frequently asked questions
How long should a PIP last?
Usually 30, 60, or 90 days — long enough for the employee to show genuine, sustained improvement but short enough to stay focused. Choose the length based on the complexity of the skills involved.
Is a PIP just a step toward firing someone?
It shouldn't be. A well-run PIP is a sincere attempt to help someone succeed, with clear targets and real support. If it's only used to build a termination file, employees see through it and it backfires.
Do I need HR involved?
Yes. HR keeps the plan fair, consistent, and legally sound, and ensures documentation is handled correctly. Never issue a PIP without HR review and a check against local employment law.