PERFORMANCE IMPROVEMENT
PLAN TEMPLATE
Employee Information:
Employee Name: Today’s Date:
Employee ID: Hire Date:
Position: Supervisor:
Instructions:
1. The employee’s direct manager will begin by filling out the Performance Improvement Plan form.
2. The employee’s direct manager will then conduct a formal meeting with the employee and together, they will fill
out the Improvement Plan forms.
3. Together, they may complete the Review Timeline portion and agree on all review dates.
4. Once the form has been completed, it may be reviewed and approved by the HR Manager or another member of
senior management. The HR manager/senior leader will review to ensure the objectives, standards, timeframe and
goals are fair, achievable and obtainable without strain or hardship to the employee or the business.
5. Once the form has been approved, action towards improvement will begin.
6. A new Weekly Review Form page should be used for each review meeting to keep track of progress. Overall
progress should also be tracked on the Review Timeline & Tracker form.
7. Prior to the final review meeting with the employee, the direct manager should meet with the HR Manager to share
next steps. If termination is the next step, follow all termination procedures. If a continuation of the plan is the next
step, update the plan to reflect the ongoing efforts.
8. During the final review meeting, inform the employee of the overall outcome. If the outcome is termination, be sure
to follow all termination procedures with the employee including final paycheck per state laws.
Acknowledgment: (to be signed by all parties prior to PIP implementation)
By signing below:
• I understand and acknowledge that I have reviewed the PIP process and will adhere to the guidelines outlined.
• I understand and acknowledge that weekly improvement must be achieved and maintained during and after the
PIP process. If not, additional corrective action, up to and including termination may occur at any time.
• I understand and acknowledge that if/when I complete the PIP process, I must continue to meet performance
expectations or further action up to and including termination may occur.
Employee Signature: Date:
Employee Print Name:
Supervisor Signature: Date:
Supervisor Print Name:
Approver Signature: Date:
Approver Print Name:
Document Type: Implementation Date: Version: Last Revised: Page Number:
Document History:
Performance Management 01/01/2018 1.1 6/29/2020 -1-
PERFORMANCE IMPROVEMENT
PLAN TEMPLATE
Performance Improvement Plan – Action Plan
Performance Details:
Describe what behaviors, practices or performance areas need improvement:
Improvement Objectives: Objective 1 Objective 2 Objective 3
What specifically must the
employee do to improve his/her
performance (completed by the
supervisor)
Performance Expectations: Performance Expectations Performance Expectations Performance Expectations
What are the expected
performance standards for the
improvement objectives?
(completed by the supervisor)
Action: What specifically will Outline Necessary Actions Outline Necessary Actions Outline Necessary Actions
the employee do to improve
his/her performance to expected
standard? (completed by the
employee)
Support: What additional Describe Necessary Support Describe Necessary Support Describe Necessary Support
support or development is
required to achieve the expected
standards of performance?
(completed by the employee)
Timeframe: When will this Set a Deadline Set a Deadline Set a Deadline
objective be completed?
(determined by employee and
supervisor)
Document Type: Implementation Date: Version: Last Revised: Page Number:
Document History:
Performance Management 01/01/2018 1.1 6/29/2020 -2-
PERFORMANCE IMPROVEMENT
PLAN TEMPLATE
Performance Improvement Plan – Review Timeline & Tracker
Review Timeline:
PIP Start Date: PIP Final Review Date:
This PIP process will be reviewed: ☐ weekly ☐ bi-weekly ☐ monthly ☐ other
This PIP should not be understood to provide the employee with an expectation of continued employment for any specific
period of time. Employment during this period as well as all others will remain at will. If during the PIP process,
performance standards are not met, the employee may be subject to corrective action up to and including termination.
Review Date: Overall Outcome to Date:
/ / ☐ Improvement Needed ☐ Meets Expectations ☐ Exceeds Expectations
/ / ☐ Improvement Needed ☐ Meets Expectations ☐ Exceeds Expectations
/ / ☐ Improvement Needed ☐ Meets Expectations ☐ Exceeds Expectations
/ / ☐ Improvement Needed ☐ Meets Expectations ☐ Exceeds Expectations
/ / ☐ Improvement Needed ☐ Meets Expectations ☐ Exceeds Expectations
/ / ☐ Improvement Needed ☐ Meets Expectations ☐ Exceeds Expectations
/ / ☐ Improvement Needed ☐ Meets Expectations ☐ Exceeds Expectations
/ / ☐ Improvement Needed ☐ Meets Expectations ☐ Exceeds Expectations
/ / ☐ Improvement Needed ☐ Meets Expectations ☐ Exceeds Expectations
/ / ☐ Improvement Needed ☐ Meets Expectations ☐ Exceeds Expectations
/ / ☐ Improvement Needed ☐ Meets Expectations ☐ Exceeds Expectations
/ / ☐ Improvement Needed ☐ Meets Expectations ☐ Exceeds Expectations
Totals Total: ____________ Total: ____________ Total: ____________
After Final Review
☐ No Improvement ☐ Met Expectations ☐ Exceeded Expectations
Overall Decision:
Conclusion: (to be completed prior to final meeting with the employee)
Upon final review of the PIP, recommended next steps include:
☐ Demotion
☐ Termination
☐ PIP removed and employee is to return to regular duties
☐ PIP will be extended to: / / [DATE]
Supervisor Signature: Date:
Employee Signature: Date:
Document Type: Implementation Date: Version: Last Revised: Page Number:
Document History:
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PERFORMANCE IMPROVEMENT
PLAN TEMPLATE
Performance Improvement Plan – Weekly Review Form
Review Date:
Improvement Objectives: What Objective 1 Objective 2 Objective 3
specifically must the employee do to
improve his/her performance
(completed by the supervisor)
Performance Rating: What level of Weekly Performance Rating Weekly Performance Rating Weekly Performance Rating
performance improvement rating has ☐ No improvement ☐ No improvement ☐ No improvement
the employee achieved to date?
☐ Some improvement ☐ Some improvement ☐ Some improvement
☐ Improved ☐ Improved ☐ Improved
Timeline: How close is the employee Weekly Timeline Rating Weekly Timeline Rating Weekly Timeline Rating
to meeting the improvement ☐ Behind schedule ☐ Behind schedule ☐ Behind schedule
objectives to date?
☐ On schedule ☐ On schedule ☐ On schedule
☐ Ahead of schedule ☐ Ahead of schedule ☐ Ahead of schedule
Support: What additional support or Necessary Support Necessary Support Necessary Support
development is needed by the
employee, to achieve the expected
standards of performance?
(completed by the employee)
Objective Achieved: Objective Achieved? Objective Achieved? Objective Achieved?
Has the employee met the standards ☐ Yes ☐ Yes ☐ Yes
and achieved this objective? ☐ No ☐ No ☐ No
(completed by the supervisor)
Overall Weekly Progress Rating: This weeks’ progress:
Where is the employee’s progress at ☐ Improvement Needed
to date? (completed by the
☐ Meets Expectations
supervisor)
☐ Exceeds Expectations
Supervisor Comments:
Employee Comments:
Supervisor Signature: Date:
Employee Signature: Date:
Document Type: Implementation Date: Version: Last Revised: Page Number:
Document History:
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PERFORMANCE IMPROVEMENT
PLAN TEMPLATE
Performance Improvement Plan – Fact Sheet
Purpose:
The purpose of a Performance Improvement Plan (PIP) is to help the employee improve his/her work performance to an
acceptable standard and in a satisfactory manner.
Instructions:
1. The employee’s direct manager will begin by filling out the Performance Improvement Plan form.
2. The employee’s direct manager will then conduct a formal meeting with the employee and together, they will fill
out the Improvement Plan forms.
3. Together, they may complete the Review Timeline portion and agree on all review dates.
4. Once the form has been completed, it may be reviewed and approved by the HR Manager or another member of
senior management. The HR manager/senior leader will review to ensure the objectives, standards, timeframe, and
goals are fair, achievable, and obtainable without strain or hardship to the employee or the business.
5. Once the form has been approved, action towards improvement will begin.
6. A new Weekly Review Form page should be used for each review meeting to keep track of progress. Overall
progress should also be tracked on the Review Timeline & Tracker form.
7. Prior to the final review meeting with the employee, the direct manager should meet with the HR Manager to share
next steps. If termination is the next step, follow all termination procedures. If a continuation of the plan is the next
step, update the plan to reflect the ongoing efforts.
8. During the final review meeting, inform the employee of the overall outcome. If the outcome is termination, be sure
to follow all termination procedures with the employee including final paycheck per state laws.
Best Practices:
• It is recommended that a PIP process not exceed 60 days initially.
• A general practice is to meet with the employee as often as possible (weekly) to ensure improvement is made and
goals are achieved.
• If at any point in the PIP process, significant improvement has not been made by the employee, immediate next steps
can be taken up to and including termination.
• Upon completion of the PIP process, the goals, actions, and performance standards must be maintained at all times
moving forward or further action up to and including immediate termination may occur.
• Once the review dates have been set, both parties must do everything possible to make sure they do not miss the
review meetings.
• Have the direct supervisor coach the employee outside of the reviews as often as possible to help provide the
employee with their best chance for success. The overall goal of a PIP is to help the employee succeed. If instead,
termination is wanted and warranted, it is best to spare the employee and anyone else involved the time and energy
that a PIP process involves.
Document Type: Implementation Date: Version: Last Revised: Page Number:
Document History:
Performance Management 01/01/2018 1.1 6/29/2020 -5-
