People & Team
Performance Improvement Plan
MyPMP
QMS Template
Objectives
Scope
Approach
| Milestone | Owner | Due | Status |
|---|---|---|---|
βοΈ
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π§βπ€βπ§ People & Team
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About the Performance Improvement Plan template
A Performance Improvement Plan (PIP) is a structured, time-bound document that defines specific performance gaps, the standards an employee must meet, and the support available to help them close those gaps. It matters because it turns vague concerns into measurable objectives, gives the employee a fair chance to improve, and creates a documented record should further action be needed.
It's part of My QMS, MyPMP's Quality Management System: fill it in online, personalize it with your name and logo, then export a clean, branded PDF. Your work auto-saves in your browser.
When to use a Performance Improvement Plan
- βΈAn employee consistently misses agreed targets, deadlines, or quality standards
- βΈBehavioural or conduct issues are affecting the team despite informal feedback
- βΈA recent appraisal or probation review flags underperformance needing a formal plan
- βΈHR requires documented evidence of support before disciplinary or capability proceedings
What a good Performance Improvement Plan includes
- βEmployee, manager, and review-period details with a clear start and end date
- βSpecific performance gaps described with examples and the standard expected
- βSMART improvement objectives, each with measurable success criteria
- βSupport and resources offered: training, coaching, tools, or mentoring
- βReview checkpoints with dates and space for progress notes
- βConsequences of not meeting objectives and sign-off by both parties
What's inside this template
The interactive form above gives you:
ObjectivesScopeApproachA table of Milestone, Owner, Due, StatusRisks & dependencies
Tips & common mistakes
- π‘Focus on observable behaviours and metrics, not personality or assumptions about attitude
- π‘Set realistic milestones and schedule regular check-ins rather than one final review
- π‘Agree the plan collaboratively where possible and document the employee's comments
How it works
- 1. Fill it in β type directly into the fields, tables and sections above.
- 2. Brand it β add your organization name and logo with the Branding button.
- 3. Export β print to PDF, or become a member to white-label and sync across devices.
FAQ
How long should a Performance Improvement Plan last?οΌ
Most PIPs run 30, 60, or 90 days depending on the complexity of the issues and how much time is reasonable to demonstrate sustained improvement. The period should be long enough to allow genuine change but defined clearly up front.
What happens if the employee meets the PIP objectives?οΌ
If the objectives are met, the plan is formally closed and the employee returns to standard performance management. Confirm this in writing and acknowledge the improvement to reinforce it.
Can a Performance Improvement Plan lead to dismissal?οΌ
Yes, if objectives are not met after fair support and review, a PIP can form the documented basis for capability or disciplinary action, including dismissal. It should never be used as a foregone conclusion, and you should follow your organisation's process and local employment law.
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