Performance improvement plan template
A PIP with the performance gaps, the expected standard, actions and support, a 30-60-90 day check-in table and signatures.
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Performance Improvement Plan
Contoso Logistics
| Employee | Jordan Lee | ||
|---|---|---|---|
| Position | Customer Support Specialist | ||
| Manager | Taylor Kim, Support Manager | ||
| HR partner | Riley Chen, HR Business Partner | ||
| PIP start | October 12, 2026 | PIP end | December 10, 2026 |
| Review period | 60 days | Company | Contoso Logistics |
1. Performance gaps
- 1. First-response time averaged 9.5 hours in August and September against a team target of 4 hours (ticket report, weeks 32 to 39).
- 2. Twelve tickets in September were closed without a resolution note, which the support policy requires for every ticket.
- 3. Two customers escalated in September because follow-up calls that were promised did not happen.
2. Expected standard
First response within 4 hours on 90% of tickets measured weekly. Every closed ticket carries a resolution note. Promised follow-ups are logged in the CRM with a reminder and completed on the day promised.
3. Action plan
| Action | Support provided | Due |
|---|---|---|
| Work the queue in priority order using the saved view set up with Taylor | Daily 15-minute queue review with Taylor for the first two weeks | 2026-10-26 |
| Complete the ticket documentation refresher | Course access and two hours of paid time to complete it | 2026-10-23 |
| Log every promised follow-up in the CRM with a reminder | Sam Park shows the reminder workflow in a 30-minute session | 2026-10-16 |
| Review the weekly ticket report together | Taylor sends the report every Monday and books 30 minutes | Weekly through 2026-12-10 |
4. Check-ins
| Check-in | Date | Status | Notes |
|---|---|---|---|
| Day 30 | November 10, 2026 | ย | ย |
| Day 60 | December 10, 2026 | ย | ย |
5. Consequences
Progress will be reviewed at each check-in. If the expected standard is met and maintained through the end of the period, the plan closes and a note goes in the file. If it is not met, or if progress is not sustained, further action may follow, up to and including termination of employment. The plan may be extended, closed early or escalated depending on progress.
| Please note | State rules on final pay and notice vary. Check your state labor department. |
|---|
The employee's signature confirms that this plan was discussed with them and that they received a copy. It does not mean the employee agrees with its contents. The employee may attach a written response.
October 12, 2026
Employee signature: Jordan Lee
Manager signature: Taylor Kim, Support Manager
Human Resources: Riley Chen, HR Business Partner
How to use it
Write the gaps as facts with numbers and dates, one per line, then the standard the employee has to reach in terms that can be measured. The action plan takes one line per action with the support you will provide and a due date. Pick 30, 60 or 90 days and the plan fills in the end date and a check-in row for each 30-day mark. The consequences paragraph is neutral by default; replace it only if your policy says something specific.
Meet with the employee and HR, go through each section, and sign. Bring the plan to every check-in and fill in the status and notes by hand or in the DOCX. If earlier steps were taken, keep the write-up and written warning with the plan so the file tells the whole story.
Things to watch
A PIP that lists support you then do not provide is worse than no PIP. Put real time in the Support column and keep the check-ins. Judge the result against the standard in section 2 and nothing else. If the employee has recently raised a complaint, asked for leave or requested an accommodation, talk to HR before you start the plan.
Calculators that go with this
Frequently asked questions
How long should a PIP be?
Thirty days for a narrow, quickly measurable issue such as response times; sixty or ninety when the work has a longer cycle. The period has to be long enough to show a trend, not just one good week.
What happens at the end?
Three outcomes: the standard is met and the plan closes with a note in the file; progress is real but incomplete and the plan is extended once; or the standard is not met and the next step in your policy follows. Say which at the final check-in, in writing.
Does the employee have to sign?
No. The sentence above the signatures says signing confirms the plan was discussed, not agreement. If they decline, note it, have a witness initial, and offer to attach their written response.
Is what I type saved anywhere?
No. Everything stays in your browser and nothing is sent to our server. If you refresh the page it is gone, so print, save a PDF or download the DOCX when you are done.