Use a Performance Improvement Plan Template to Create Your Team's Template to Success

A Performance Improvement Plan (PIP) is a document that outlines the specific areas where an employee needs to improve their job performance. The PIP is typically used when an employee’s performance is unsatisfactory and the employer wants to provide them with an opportunity to improve before taking more severe action, such as termination.

The PIP outlines specific goals for improvement, the timeline for achieving those goals, and the consequences if the employee fails to meet those goals. The PIP is typically created by the employee’s supervisor or manager and is reviewed and signed by both the employee and the supervisor.

A Performance Improvement Plan is important for several reasons. Firstly, it provides a structured framework for helping employees improve their job performance. This structured approach ensures that the employee knows what is expected of them and what they need to do to improve their performance. Secondly, the PIP provides a platform for feedback. The feedback provided in the PIP can be used to identify areas of improvement and provide constructive criticism to help employees improve their performance. Additionally, the PIP can be used to identify strengths and achievements, which can be used to motivate employees and recognize their contributions. Lastly, the PIP is an important tool for legal protection. If an employee’s performance is unsatisfactory and they are terminated, having a PIP on file can help to demonstrate that the employer gave the employee a fair opportunity to improve before taking more severe action.

Creating a template for a Performance Improvement Plan is important to ensure that the process is consistent and objective. Here is a step-by-step guide to creating a template for a PIP:

Step 1: Define the Performance Issues

The first step in creating a PIP is to define the performance issues that need to be addressed. This may include specific tasks or behaviors that the employee needs to improve. The issues should be clearly defined and measurable, so that progress can be tracked.

Step 2: Define the Goals

The next step is to define the goals for improvement. The goals should be specific and measurable, and they should be achievable within a reasonable timeframe. The goals should also be aligned with the employee’s job responsibilities and the organization’s objectives.

Step 3: Define the Timeline

The third step is to define the timeline for achieving the goals. This may include specific dates by which certain tasks need to be completed or behaviors need to be improved. The timeline should be realistic and achievable, and it should be communicated clearly to the employee.

Step 4: Define the Consequences

The next step is to define the consequences if the employee fails to meet the goals outlined in the PIP. This may include further disciplinary action or termination of employment. The consequences should be clearly defined and communicated to the employee.

Step 5: Provide Support

The final step is to provide support to the employee to help them achieve the goals outlined in the PIP. This may include additional training, mentoring, or coaching. The support should be tailored to the specific needs of the employee and should be designed to help them improve their job performance.

How to use it:

1. Fill in the requested information at the top of the template
2. Rate the employee in the areas listed
3. Meet with the employee to review the results
4. Work with the employee to set mutually acceptable improvement goals and corresponding timeline
5. Set a date for next review

Praxie’s online Performance Improvement Plan collaboration tools allow any team or organization to instantly begin working with our web templates and input forms. Our digital platform goes far beyond other software tools by including progress dashboards, data integration from existing documents or other SaaS software, elegant intuitive designs, and full access on any desktop or mobile device.