plan template · Free download
Performance Improvement Plan (PIP) Template
A fill-in PIP form with a complete sales example, goal examples for attendance and quality, a 30/60/90-day check-in log and three closing letters.
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What you get
- A complete PIP document: the gap, expectations, measurable goals, support, check-ins and consequences
- A filled-in 60-day PIP for an account executive missing pipeline targets
- Goal examples for attendance, quality of work, customer service and conduct
- A weekly or 30/60/90-day check-in log
- Three closing letters: successful completion, extension, and termination
- A pre-PIP checklist to confirm a plan is the right step
Template preview
A preview of the structure. Download the PDF or CSV for the complete, ready-to-use version.
Plan details
- Employee name and job title
- Manager name
- HR partner
- Plan start date and end date— 30, 60 or 90 days; long enough to show improvement on the measures
Worked example: 60-day PIP for an account executive
Employee: Chris Morgan, Account Executive, Mid-Market. Manager: Dana Whitfield. HR: Sam Patel. Plan period: October 12 – December 11, 2026. Check-ins every Monday at 9:30. Performance gap: Account Executives are expected to create $150,000 in qualified pipeline and hold 8 discovery calls each month. From April to September 2026, Chris averaged $62,000 in qualified pipeline and 3 discovery calls per month. We discussed this in 1:1s on June 9, July 21 and August 25, and agreed actions in each that were not met. Goals: 1. Hold at least 8 discovery calls with new prospects in each 30-day period, logged in the CRM within 24 hours. 2. Create at least $150,000 in qualified pipeline (Stage 2 or later) by December 11. 3. Update next steps and close dates on all open opportunities every Friday. Support: two call-shadowing sessions per week with a senior AE for the first 30 days; a weekly pipeline review with Dana; access to the outbound sequence library and a list of 300 target accounts. Outcome: If all three goals are met by December 11, the plan closes. If Chris makes clear progress but falls short, the plan may be extended once by up to 30 days. If the goals are not met, employment may be terminated. Employment remains at will during the plan.
1. Performance gap
What is expected, what has happened instead, with dates and figures. Reference earlier conversations.
- Expected standard— quote the job description, target or policy
- Actual performance— data, examples and dates
- Impact on the team, customers or business
- Previous feedback given— dates and format
2. Improvement goals
| Goal | Measure | Target | Deadline | Evidence source |
|---|---|---|---|---|
| Example: discovery calls | Calls held with new prospects | 8 per 30 days | Each 30-day period | CRM activity report |
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How to use this template
- 1
Check a PIP is the right tool
Use the pre-PIP checklist. The problem should already have been raised in 1:1s, and you should genuinely want the employee to succeed.
- 2
Write the gap with evidence
Describe what is expected, what is happening instead, and give dates and numbers. Leave out opinions about attitude or personality.
- 3
Set two to four measurable goals
Each goal needs a target, how it will be measured, and a date. The employee should be able to tell at any point whether they're on track.
- 4
Agree support and a check-in schedule
List the training, coaching or resources you will provide, and book weekly or biweekly check-ins for the whole period.
- 5
Close the plan in writing
At the end date, send the matching closing letter: completed, extended with a new date, or employment ending.
Frequently asked questions
What is a performance improvement plan?
A written plan that sets out where an employee's performance falls short, the measurable goals they need to meet, the support the company will give, and a deadline, usually 30 to 90 days. It ends with the plan being closed as completed, extended, or with termination.
What should a PIP include?
The performance gap with dates and evidence, two to four measurable goals with deadlines, the support provided, a check-in schedule, what happens if goals are or aren't met, and signatures from the employee, manager and HR.
How long should a performance improvement plan last?
Thirty, 60 or 90 days. Choose a length that gives the measures time to move: 30 days can work for attendance or quality, but monthly sales or project goals usually need 60 to 90 days.
Does a PIP mean I'm going to be fired?
Not necessarily, but treat it seriously. A PIP is a formal warning with a deadline. Ask questions about anything unclear, add your comments in writing, track your own progress against each goal, and use every check-in to raise obstacles.
Can an employee refuse to sign a PIP?
They can, but the plan still applies. The signature only confirms they received it. If an employee won't sign, note "employee declined to sign" with the date and a witness, and invite them to add written comments.
What happens if an employee doesn't meet the PIP goals?
The company decides whether to extend the plan, move the employee to a different role, or end employment. Document the result against each goal in a closing letter, and review the file with HR before any termination.