{"id":8205,"date":"2025-04-16T18:41:11","date_gmt":"2025-04-16T18:41:11","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=8205"},"modified":"2025-10-29T14:11:03","modified_gmt":"2025-10-29T19:11:03","slug":"performance-improvement-plan-template","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/performance-management\/pips\/performance-improvement-plan-template\/","title":{"rendered":"Performance improvement plan template"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong>Brightmine<\/strong> Brightmine Legal Editor<\/p>\n\n\n\n<p class=\"\">Reviewed by <strong>Robert S. Teachout<\/strong>, <strong>SHRM-SCP<\/strong>, Brightmine Legal Editor <\/p>\n<\/div>\n\n\n\n<p class=\"\">A performance improvement plan (PIP) allows you to address poor performance by identifying areas of underperformance and encouraging effective goal setting. It provides a roadmap for improving performance and requires employees to actively engage in the process.<\/p>\n\n\n\n<p class=\"\">When used successfully, these plans can get a poor performing employee back on track. However, employees often see them as a sign that they\u2019re going to be terminated. To be effective, they require ongoing conversations between managers and employees, monitoring and feedback.<\/p>\n\n\n\n<p class=\"\">This resource offers basic guidance for implementing a PIP and a customizable PIP template.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"identifying-performance-issues\">Identifying performance issues<\/h2>\n\n\n\n<p class=\"\">An employee&#8217;s performance issues can come to your attention in many different ways. An employee&#8217;s manager may report the employee&#8217;s performance issues to an HR team member, or HR may get a report from the employee&#8217;s colleague. If the organization has performance tracking software, you or the manager may receive an alert.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Identifying the cause of low performance<\/h3>\n\n\n\n<p class=\"\">What&#8217;s more challenging is understanding the cause of the performance problems. Understanding why the employee is underperforming is key, as not all performance issues should lead to a PIP.<\/p>\n\n\n\n<p class=\"\">To get to the root cause, review any relevant records related to the employee&#8217;s performance. Common sources include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Yearly performance reviews<\/li>\n\n\n\n<li class=\"\">Other written feedback from supervisors<\/li>\n\n\n\n<li class=\"\">Peer reviews<\/li>\n\n\n\n<li class=\"\">Performance tracking data<\/li>\n\n\n\n<li class=\"\">Feedback from customers<\/li>\n<\/ul>\n\n\n\n<p class=\"\">A key source of performance information is the employee. A conversation with the employee can provide context to their performance issues and identify contributing factors not reflected in other records.<\/p>\n\n\n\n<p class=\"\">It can also help you steer clear of compliance risks. For example, imagine the employee states that their disability &#8211; which the company hasn&#8217;t accommodated &#8211; is contributing to their low performance. Or, what if the employee was experiencing domestic violence and their manager was denying their protected leave requests?<\/p>\n\n\n\n<p class=\"\">Once you know what is causing the employee&#8217;s performance issues, you can decide whether a PIP is appropriate and what the PIP should include.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"when-to-use-a-performance-improvement-plan\">When to use a performance improvement plan<\/h2>\n\n\n\n<p class=\"\">You should use a performance improvement plan when the employee is consistently failing to meet the performance standards set out by the organization. Some examples of poor performance that may warrant the use of a performance improvement plan include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Consistently or frequently missing project deadlines<\/li>\n\n\n\n<li class=\"\">Turning in work product that does not meet objective quality standards<\/li>\n\n\n\n<li class=\"\">Consistent or prolonged levels of poor productivity<\/li>\n\n\n\n<li class=\"\">Frequent unexcused tardiness or unexcused absences<\/li>\n\n\n\n<li class=\"\">Multiple or frequent company policy violations<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"the-performance-improvement-plan-process\">The performance improvement plan process<\/h2>\n\n\n\n<p class=\"\">Once you&#8217;ve determined that a PIP is necessary, you can initiate the PIP process:<\/p>\n\n\n\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-bottom-left-radius:25px;border-bottom-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading\">Creating the PIP<\/h3>\n\n\n\n<p class=\"\">The PIP process generally begins with drafting the plan. Typically, HR will ask the employee&#8217;s manager to draft a plan and submit it to HR for review. To help guide the employee&#8217;s manager, it&#8217;s extremely important that they have a good template to work from. Managers should be careful to:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Identify specific performance issues<\/li>\n\n\n\n<li class=\"\">Include clear, objective goals for the employee to meet<\/li>\n\n\n\n<li class=\"\">Lay out a plan of action for the employee to follow<\/li>\n\n\n\n<li class=\"\">Include available resources, training and other support for the employee<\/li>\n\n\n\n<li class=\"\">Set a timeline<\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading\">Set SMART goals<\/h4>\n\n\n\n<p class=\"\">&#8220;SMART&#8221; stands for specific, measurable, achievable, relevant and time bound. Managers and HR should ensure that each goal in the PIP follows the &#8220;SMART&#8221; format. So, instead of including one deadline for the employee, include reasonable deadlines for each performance goal.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">HR review<\/h3>\n\n\n\n<p class=\"\">Once the manager has drafted the plan, review the plan to ensure it is appropriate. For example, you&#8217;ll want to review the plan\u2019s goals against the employee&#8217;s yearly objectives. Additionally, ensure the deadlines set are reasonable enough that the employee should be able to achieve the PIP&#8217;s goals in the time given.<\/p>\n\n\n\n<p class=\"\">The review is also an opportunity to ensure that the plan does not increase liability exposure. Ensure that the PIP&#8217;s requirements are objective and not discriminatory. The PIP should also comply with local labor laws and not create an unintentional employment contract.<\/p>\n\n\n\n<p class=\"\">If you have in-house counsel, be sure that they have an opportunity to review the PIP. If you don&#8217;t, consult local counsel.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Presenting the PIP to the employee<\/h3>\n\n\n\n<p class=\"\">Once HR has approved the PIP, the employee&#8217;s manager should schedule a meeting to present the PIP to the employee. Employees often see the PIP as a precursor to termination. So, it&#8217;s important that managers plan these meetings carefully.<\/p>\n\n\n\n<p class=\"\">To help make these meetings a success, all managers should receive appropriate training. They should know how to handle difficult conversations and, specifically, how to navigate conversations related to poor performance.<\/p>\n\n\n\n<p class=\"\">Also, the manager should inform the employee that they have an opportunity to review the PIP and provide feedback. Allowing the employee to participate in the process can help them feel more comfortable and engaged in the process. Once the employee has provided their feedback, HR and the manager should review the PIP and make final adjustments.<\/p>\n\n\n\n<p class=\"\">Once the PIP is ready, the employee and manager can sign it to indicate their agreement.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Check-ins<\/h3>\n\n\n\n<p class=\"\">While the PIP is in progress, managers should schedule regular check-ins with the employee to discuss:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">What progress they&#8217;ve made<\/li>\n\n\n\n<li class=\"\">Any hurdles they&#8217;ve encountered<\/li>\n\n\n\n<li class=\"\">Additional support and resources that may assist the employee<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Regular check-ins can catch any potential blockers preventing the employee from achieving their goals. Based on the information managers receive, they may make adjustments to the plan.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Documenting progress<\/h3>\n\n\n\n<p class=\"\">If used properly, a PIP is an excellent way to accurately document an employee&#8217;s underperformance and progress. HR should keep a PIP in an employee&#8217;s personnel file. Be sure to keep any documents relevant to the PIP as well. Failing to keep good records of the process can lead to liability risks.<\/p>\n\n\n\n<p class=\"\">Additionally, document what the manager learns in check-ins and what adjustments they make. Documentation will help the employee understand their responsibilities, and it will protect the company from liability.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">When the employee doesn&#8217;t meet all their goals\u2026<\/h3>\n\n\n\n<p class=\"\">If, by the end of the PIP&#8217;s timeline, the employee shows improvement in some areas but not all, then consider extending the PIP. Though some employees may benefit from an extension, PIPs shouldn&#8217;t last forever. If the employee fails to meet their goals and is showing no signs of continuous improvement, it may be time to take disciplinary action.<\/p>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"tips-for-implementing-a-PIP\">Tips for implementing a performance improvement plan<\/h2>\n\n\n\n<p class=\"\">The following tips can help you ensure the PIP is a success:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Don&#8217;t make everything about the PIP<\/h3>\n\n\n\n<p class=\"\">Though tracking the progress of the PIP is essential, focusing solely on it can be discouraging to the employee. Encourage managers to make efforts to engage with the employee on matters not related to the PIP. This may include continuing regular project check-ins or scheduling team building activities with other employees.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Get creative when supporting the employee<\/h3>\n\n\n\n<p class=\"\">Consider creative ways to support employees who are on a PIP. This could include additional training, support from an employee resource group or a mentorship.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Discussing the PIP<\/h3>\n\n\n\n<p class=\"\">Consult local counsel if you&#8217;d like to include a prohibition against discussing the PIP with co-workers or any non-management employees.<\/p>\n\n\n\n<p class=\"\">The National Labor Relations Board has ruled that an overly broad written rule that requires an employee to agree that the PIP is &#8220;extremely confidential and may not be discussed with any other current or former employees . . . without prior written notice to and approval from Human Resources&#8221; was unlawful under Section 7 of the National Labor Relations Act and violated the employee&#8217;s rights to engage in protected, concerted activities.\u202f<a href=\"https:\/\/www.nlrb.gov\/cases-decisions\/decisions\/board-decisions?volume=362&amp;slipnumber_i=&amp;page_number=&amp;page=1\" target=\"_blank\" rel=\"noreferrer noopener\">Grand Canyon Univ.,\u202f362 NLRB No. 13\u202f(2015)<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"performance-improvement-plan-template\">Performance improvement plan template<\/h2>\n\n\n\n<div class=\"wp-block-group has-primary-white-color has-alabaster-gray-background-color has-text-color has-background has-link-color wp-elements-6ccfe7705de87697c099d34755733fd4 has-global-padding is-layout-constrained wp-container-core-group-is-layout-ff778368 wp-block-group-is-layout-constrained\" style=\"border-top-right-radius:25px;border-bottom-right-radius:25px;border-left-color:var(--wp--preset--color--secondry-orange);border-left-width:5px;padding-right:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer lnrs-hide-block-on-mobile\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<h2 class=\"wp-block-heading has-secondary-blue-color has-text-color has-link-color wp-elements-0145246d1d84fd6fcd0c907a8f3a5644\" style=\"font-size:clamp(17.905px, 1.119rem + ((1vw - 3.2px) * 1.383), 28px);\">Navigate performance management with confidence<\/h2>\n\n\n\n<p style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.548), 18px);\" class=\"\">Leverage the entire Brightmine HR &amp; Compliance Center library of performance management resources, managed by in-house subject matter experts.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:42px\">\n<figure class=\"wp-block-image size-full is-resized\"><img decoding=\"sync\" src=\"https:\/\/uat.cdn.brightmine.com\/wp-content\/uploads\/sites\/4\/2024\/03\/28101720\/checkmark_80x80.png\" alt=\"\" class=\"wp-image-19783\" style=\"width:35px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\">&#8220;How to&#8221; guidance on how to prepare a performance improvement plan, set goals and give feedback<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:42px\">\n<figure class=\"wp-block-image size-full is-resized\"><img decoding=\"sync\" src=\"https:\/\/uat.cdn.brightmine.com\/wp-content\/uploads\/sites\/4\/2024\/03\/28101720\/checkmark_80x80.png\" alt=\"\" class=\"wp-image-19783\" style=\"width:35px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\">In-depth leading practice guidance on performance management<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:42px\">\n<figure class=\"wp-block-image size-full is-resized\"><img decoding=\"sync\" src=\"https:\/\/uat.cdn.brightmine.com\/wp-content\/uploads\/sites\/4\/2024\/03\/28101720\/checkmark_80x80.png\" alt=\"\" class=\"wp-image-19783\" style=\"width:35px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\">Extensive federal and state compliance coverage of employee management and employee discipline<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-5b5683f2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-custom-font-size wp-element-button\" href=\"\/us\/quote\/\" style=\"border-radius:25px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);\">Request a Quote<\/a><\/div>\n<\/div>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<p class=\"\">The following is a performance improvement plan template. It should be customized to fit your specific needs. Please consult local counsel to ensure compliance with any local legal requirements related to performance improvement plans:<\/p>\n\n\n\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-bottom-left-radius:25px;border-bottom-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center\"><strong>Performance Improvement Plan<\/strong> <strong>Form<\/strong>*<\/h2>\n\n\n\n<h3 class=\"wp-block-heading has-text-align-center\"><strong>Confidential<\/strong><\/h3>\n\n\n\n<div class=\"wp-block-group has-secondary-light-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-top-left-radius:25px;border-top-right-radius:25px;border-bottom-left-radius:25px;border-bottom-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-96d94145 wp-block-columns-is-layout-flex\" style=\"border-bottom-width:1px;padding-bottom:25px\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\">Employee:<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\">Position:<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-96d94145 wp-block-columns-is-layout-flex\" style=\"border-bottom-width:1px;padding-bottom:25px\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-top:0;padding-bottom:0\">\n<p class=\"\">Department:<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\">Supervisor:<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\">Today&#8217;s Date:<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\">Date of Last Review:<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<p class=\"\">Based on concerns regarding your performance, you are being placed on a written improvement plan. The purpose of this Performance Improvement Plan (PIP) is to address concerns with your job performance, to confirm <strong>[Employer Name]<\/strong>&#8216;s expectations and to allow you to collaborate in planning and goal-setting to improve performance deficiencies or behavioral issues.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Summary of Concerns<\/strong><\/h3>\n\n\n\n<p class=\"\">[<em>Describe the areas needing improvement and any performance deficiencies in clear statements, with specific examples (perhaps bulleted or listed) that detail objective facts. For example<\/em>:<\/p>\n\n\n\n<p class=\"\"><em>As of <\/em>[<em>DATE<\/em>], <em>you have not been following the customer service procedures as listed in the CSR Manual. These deficiencies include<\/em>:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><em>Failing to greet customers upon arrival at the store<\/em>;<\/li>\n\n\n\n<li class=\"\"><em>Failing to introduce yourself by name<\/em>; and<\/li>\n\n\n\n<li class=\"\"><em>On<\/em> [<em>DATE<\/em>],<em> when a customer came to you with a concern about a listed price, you told the customer to &#8220;get over it.&#8221;<\/em>]<\/li>\n<\/ul>\n\n\n\n<p class=\"\">[<em>Include any previous conversations, coaching or counseling that addressed the performance concerns at issue. Reference any relevant documents &#8211; such as a mid-year performance review<\/em>.]<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Improvement Goals<\/strong><\/h3>\n\n\n\n<p class=\"\">[<em>Identify areas of improvement. May be listed in bullet form<\/em>.]<\/p>\n\n\n\n<p class=\"\">[<em>Example<\/em>: <em>Being courteous to customers<\/em>.]<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Action Plan<\/strong><\/h3>\n\n\n\n<p class=\"\">[<em>List goals, desired results, activities that would accomplish desired results, and a projected completion date for activities. These could be listed in bullet points or in a table format<\/em>.]<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Goal<\/th><th>Activity<\/th><th>Desired Results<\/th><th>Projected Completion Date<\/th><\/tr><\/thead><tbody><tr><td>[<em>Being courteous to customers<\/em>]<\/td><td>[<em>Say &#8220;Thank you for visiting us!&#8221;<\/em>]<\/td><td>[<em>Thanking customer after each interaction<\/em>.]<\/td><td>[<em>Today&#8217;s Date<\/em>]<\/td><\/tr><tr><td><br><\/td><td><\/td><td><\/td><td><\/td><\/tr><tr><td><br><\/td><td><\/td><td><\/td><td><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><br><strong>Resources and Support<\/strong><\/h3>\n\n\n\n<p class=\"\">[<strong>Employer Name<\/strong>] has the following resources and support available for you during this time:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">[<em>List employer-provided resources in a bulleted format. For example, Customer Service Training; Coaching; Employee Assistance Program (for certain behavioral issues)<\/em>.]<\/li>\n<\/ul>\n\n\n\n<p class=\"\">This organization continues to implement the Open Door Policy, so that it is available for you to discuss any concerns that you may have regarding this process.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Schedule (Timeline) for Improvement<\/strong><\/h3>\n\n\n\n<p class=\"\">The duration of this PIP is [<strong>30, 60, 90 or other time period<\/strong>] days. [<strong>Employee Representative<\/strong>] will review your progress on each of the performance goals on a [<strong>daily, weekly<\/strong>] basis [<strong>or alternate time<\/strong>].<\/p>\n\n\n\n<p class=\"\">The PIP does not alter the employment-at-will relationship.<\/p>\n\n\n\n<p class=\"\">Failure to show improvement in performance for the duration of the PIP, or failure to sustain improvement after successful completion of the PIP, may result in disciplinary action up to and including termination of employment.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Signatures<\/strong><\/h3>\n\n\n\n<p class=\"\">Print Employee Name:<\/p>\n\n\n\n<p class=\"\">Employee Signature:<\/p>\n\n\n\n<p class=\"\">Date:<\/p>\n\n\n\n<p class=\"\">Print Supervisor\/Manager Name:<\/p>\n\n\n\n<p class=\"\">Supervisor\/Manager Signature:<\/p>\n\n\n\n<p class=\"\">Date:<\/p>\n\n\n\n<p class=\"\"><strong>*<\/strong>This document is a template and should be customized to fit your specific needs. Please consult local counsel to ensure compliance with any local legal requirements related to performance improvement plans.<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-3 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#identifying-performance-issues\">Identifying performance issues<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#when-to-use-a-performance-improvement-plan\">When to use a performance improvement plan<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#the-performance-improvement-plan-process\">The performance improvement plan process<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#tips-for-implementing-a-PIP\">Tips for implementing a performance improvement plan<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#performance-improvement-plan-template\">Sample performance improvement plan template<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Get the full picture<\/h3>\n\n\n\n<p class=\"\">Subscribe to the HR &amp; Compliance Center today and access additional state-by-state employee leaves compliance information updated by our internal experts.<\/p>\n\n\n\n<p style=\"font-size:14px\" class=\"\"><a href=\"\/us\/products\/hr-compliance-center\/#lexisnexis\">Proudly partnered with LexisNexis<sup>\u00ae<\/sup><\/a><\/p>\n\n\n\n<figure class=\"wp-block-image size-large is-resized\" style=\"margin-top:10px;margin-bottom:10px\"><img loading=\"lazy\" decoding=\"async\" width=\"166\" height=\"44\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2025\/07\/16090337\/LexisNexis-logo.svg\" alt=\"\" class=\"wp-image-9646\" style=\"width:auto;height:35px\"\/><\/figure>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/us\/quote\/?intcmp=cta|blog|quote|request-a-quote\" style=\"border-radius:25px\">Request a quote<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-ad1af2a0 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\" \/>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-large-font-size\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns has-primary-gray-color has-text-color has-link-color wp-elements-b942f8f6b41a26944c386d39f1d67776 is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px;flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/03\/12085517\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-681\" style=\"border-radius:25px;object-fit:cover;width:100px;height:100px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px\">\n<p class=\"\"><strong>Brightmine<\/strong><\/p>\n\n\n\n<p class=\"\">With more than 10,000 customers, Brightmine is a leading global provider of people data, analytics and insight \u2013 empowering HR leaders to deliver brighter business outcomes.<\/p>\n\n\n\n<p class=\"\">For more than two decades, Brightmine, formerly XpertHR, has continued to help HR leaders confidently navigate the evolving world of work through our unique combination of critical workforce data, AI-enabled technology, and trusted HR expertise.<\/p>\n\n\n\n<p class=\"\">Brightmine is a division of LexisNexis Data Services within RELX\u00ae, a global provider of information-based analytics and decision tools. RELX serves customers in 180+ countries with 35,000+ employees. Ticker: London: REL; Amsterdam: REN; New York: RELX.<\/p>\n\n\n\n<p class=\"\">Follow Brightmine on <a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/labor-relations\/how-to-prepare-and-continue-business-operations-during-a-strike\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/02\/16021649\/Young-entrepreneurs-meeting-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Guides &#8211; How to<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #000000\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/labor-relations\/how-to-prepare-and-continue-business-operations-during-a-strike\/\">How to prepare and continue business operations during a strike<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Strikes can disrupt business operations, but employers often receive advance notice; this How To outlines key steps for &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/dei-compliance-2026\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/01\/17160142\/Feature-Brightmine-Diverse-employees-having-a-discussion-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #000000\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/dei-compliance-2026\/\">DEI compliance in 2026: What to start, continue, stop\u00a0<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Recent EEOC enforcement has put employee development programs\u2014mentoring, leadership pipelines, internships, ERGs, and training\u2014under sharper scrutiny. In this &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/onboarding\/connecticut-new-hire-documents-notices-guide\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/03\/27041336\/E-business-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR law guides<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #000000\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/onboarding\/connecticut-new-hire-documents-notices-guide\/\">Connecticut\u00a0onboarding compliance: new hire documents and notices<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">This guide provides HR professionals with an overview of Connecticut laws governing the information employers must obtain from &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">See our extensive HR resources and expertise<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">In an ever-changing regulatory environment, we have everything you need to stay in control and compliant.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-primary-white-color has-secondary-blue-background-color has-text-color has-background has-link-color wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?loggedInUrl=%2Ffreetrial%2Fnew-user%2F&amp;registrationUrl=%2Ffreetrial%2Fnew-user%2F&amp;intcmp=bottom|cta-single|light|banner|hrcentreuk-freetrial|start-your-free-trial\" style=\"border-radius:100px\" target=\"_blank\" rel=\"noreferrer noopener\">Start your free trial<\/a><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>A performance improvement plan (PIP) allows you to address poor performance by identifying areas of underperformance and encouraging effective goal setting. This resource offers basic guidance for implementing a PIP and a customizable PIP template.<\/p>\n","protected":false},"author":24,"featured_media":8206,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[13],"tags":[],"topic":[113,22],"class_list":["post-8205","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-guides-how-to","topic-pips","topic-talent-management"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Performance improvement plan template | Brightmine<\/title>\n<meta name=\"description\" content=\"Performance improvement plan (PIP) template | This resource offers basic guidance for implementing a PIP and a customizable PIP template.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link 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