Performance Improvement Plan

Who can use this form?
 
This form can be used by all employers.

Commentary
The Performance Improvement Plan (PIP) template provides a structured approach to targeting specific performance concerns over a set period of time. It is not a requirement for a performance management process, but rather an alternative approach.

The duration of a PIP depends on the circumstances of each individual case. A general rule of thumb is that the duration should be long enough to enable the employee to demonstrate improvement in the performance objectives – as such, it is best to allow at least 4 weeks.

An employee should be given some time (usually at least 24 hours) to review a draft version of the PIP before signing it. Employees cannot make changes to the contents of the PIP during this time, but may ask questions about the process or request any additional support that may assist them to meet the objectives.

During the PIP process, managers should meet with the employee regularly (at least once per week) to discuss the employee’s progress, provide feedback on their performance, and discuss any support that may be needed. Notes from these review meetings should be included in the PIP document.
 
Please note that the Acknowledgement in this PIP requires an employee to demonstrate ‘significant and sustained’ improvement in their performance. This allows managers to take further disciplinary action when an employee’s performance in one or more target areas begins to decline after the PIP process, even if they had successfully completed the PIP. The appropriate level of disciplinary action in this instance will vary based on the individual circumstances of each case.

At the end of the PIP process, the employee should be issued with a written confirmation of the outcome. If they have passed, a simple letter to confirm this and outline ongoing performance expectations is sufficient. If they did not pass, a written Warning may be most appropriate.

An employer should seek legal advice before terminating an employee’s employment during the course of a performance management process.