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It supports a six-part process that captures employee and plan details, defines the performance issue with evidence and prior feedback, establishes SMART goals with target dates, and lists employee action steps alongside company support resources. The template also defines check-in schedules, outcome criteria (completion, extension, escalation), and provides acknowledgment and signatures, plus an optional PIP checklist covering day 1-3, week 1, during the plan, and the final review period.",{"@graph":63,"@context":123},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":36,"@type":70,"position":76},"https://docshare.wps.com/template/forms/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/employee-performance-improvement-plan-template-how-to-use/356017/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/employee-performance-improvement-plan-template-how-to-use/356017.png","ImageObject",442,249,{"name":88,"@type":89},"Ophelia","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-17","2026-09-23",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",8,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115,119],{"name":106,"@type":107,"acceptedAnswer":108},"What information must be completed in the employee information section?","Question",{"text":109,"@type":110},"Fill in employee name, job title, department, manager name, HR representative, PIP start and end dates, review dates, and plan duration (e.g., 30/60/90 days).","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"How should improvement goals be written in this template?",{"text":114,"@type":110},"Goals should follow SMART principles—specific, measurable, achievable, relevant, and time-bound—with a measurable outcome and a target date. Keep the number of goals to a maximum of 2 to 4.",{"name":116,"@type":107,"acceptedAnswer":117},"What does the check-in schedule section cover?",{"text":118,"@type":110},"It records formal progress review dates and formats (1:1, 1:1 + HR) with owners, agendas, and notes, and includes a documentation rule for storing check-in notes in the designated HR system or folder.",{"name":120,"@type":107,"acceptedAnswer":121},"What outcome criteria are defined for the PIP?",{"text":122,"@type":110},"The template requires defining what counts as successful completion, extension, or escalation before the plan begins, including how to handle partial goal achievement and what happens if performance does not improve sufficiently.","https://schema.org",{"og:url":78,"og:type":125,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":127,"canonical":78},"index,follow",{"doc_id":129,"site_id":56},356017,1791060620,{"code":4,"msg":5,"data":132},{"doc_id":129,"user_id":133,"nickname":88,"user_avatar":134,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":101,"language":140,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":61,"update_tm":144,"read_time":76},7971461741311,"https://ap-avatar.wpscdn.com/avatar/74000253aff267980c6?x-image-process=image/resize,m_fixed,w_180,h_180&k=1779345379180704826","Employee Performance Improvement  \nPlan Template  \nOur template helps HR and managers clearly structure a Performance Improvement Plan, assign ownership, define goals, and track progress in one place. Based on a structured  \nsix-part PIP process.  \nHow to use this template  \nUse this Performance Improvement Plan template to document the issue, defi ne measurable goals, assign support actions, schedule check-ins, and track outcomes. Assign one owner where needed, set clear deadlines, and document progress throughout the plan period.  \nEMPLOYEE INFORMATION  \n\n| Field | Details |\n| --- | --- |\n| Employee Name |  |\n| Job Title |  |\n| Department |  |\n| Manager Name |  |\n| HR Representative |  |\n| PIP Start Date |  |\n| PIP End Date |  |\n| Review Dates |  |\n| Plan Duration | 30 / 60 / 90 days |\n\nINTRODUCTION  \nThis Performance Improvement Plan has been created to support [Employee Name] in meeting the performance expectations for their role as [Job Title] . The purpose of this plan is to address specific performance concerns, defi ne measurable expectations, and provide the support needed for improvement.  \nThis plan outlines the performance issue, improvement goals, action steps, check-in schedule, and outcome criteria. Progress will be reviewed regularly throughout the plan period.  \nSECTION 1 : PERFORMANCE ISSUE STATEMENT  \nDescribe the issue factually and with evidence. Use dates, metrics, missed expectations, and prior feedback where possible.  \n\n| Field | Details |\n| --- | --- |\n| Performance Area |  |\n| Description of the Issue |  |\n| Expected Standard |  |\n| Evidence / Documentation |  |\n| Prior Feedback Given |  |\n\nNotes:  \n● Use facts only  \n● Avoid opinions or emotional language  \n● Separate each issue clearly  \n● Reference prior coaching, if applicable  \nSECTION 2 : IMPROVEMENT GOALS  \nAll goals should be SMART: specific, measurable, achievable, relevant, and time-bound.  \n\n| \\# | Improvement Goal | Measurable Outcome / How It Will Be Measured | Target Date |\n| --- | --- | --- | --- |\n| 1 |  |  |  |\n| 2 |  |  |  |\n| 3 |  |  |  |\n| 4 |  |  |  |\n\nNotes:  \n● Keep to a maximum of 2 to 4 goals  \n● Each goal must have a measurable outcome  \n● Use numbers, deadlines, frequency, or observable results  \nSECTION 3 : ACTION STEPS AND SUPPORT  \nEmployee Action Steps  \n\n| ✓ | Task | Owner | Deadline | Notes |\n| --- | --- | --- | --- | --- |\n| ☐ | Complete the required\u003Cbr>training or refresher module | Employee |  |  |\n| ☐ | Review role expectations and performance standards | Employee + Manager |  |  |\n| ☐ | Submit progress updates or reports | Employee |  |  |\n| ☐ | Attend coaching/shadowing sessions | Employee |  |  |\n| ☐ | Apply agreed process changes in daily work | Employee |  |  |\n\nCompany Support Provided  \n\n| ✓ | Support / Resource | Owner | Deadline / Frequency | Notes |\n| --- | --- | --- | --- | --- |\n| ☐ | Training access provided | HR / L& D |  |  |\n| ☐ | Coaching sessions scheduled | Manager |  |  |\n| ☐ | Mentor/buddy assigned | Manager |  |  |\n| ☐ | Tools/templates/ documentation shared | Manager |  |  |\n| ☐ | Structured 1:1 support in place | Manager |  |  |\n\nSECTION 4 : CHECK-IN SCHEDULE  \nUse this section to track formal progress reviews during the PIP.  \n\n| \\# | Date | Format | Owner(s) | Agenda | Notes |\n| --- | --- | --- | --- | --- | --- |\n| 1 |  | 1:1 | Manager | Review early progress and blockers |  |\n| 2 |  | 1:1 + HR | Manager + HR | Midpoint review against goals |  |\n| 3 |  | 1:1 | Manager | Review remaining gaps and support |  |\n| Final |  | Formal\u003Cbr>review | Manager + HR | Final outcome assessment |  |\n\nDocumentation rule:  \nAll check-in notes should be documented and stored in [HR system/shared folder/employee file] .  \nSECTION 5 : OUTCOME CRITERIA  \nDefi ne the outcome before the plan begins.  \n\n| Outcome Type | Criteria |\n| --- | --- |\n| Successful Completion |  |\n| Extension |  |\n| Escalation |  |\n\nNotes:  \n● Defi ne what “met expectations” means clearly  \n● State what happens if goals are partially met  \n● St","cbCaiuVLq0NxZp5f","https://ap.wps.com/l/cbCaiuVLq0NxZp5f","pdf",177384,"English","# How to use this template\n# Employee Information\n# Introduction\n# Section 1: Performance Issue Statement\n# Section 2: Improvement Goals\n# Section 3: Action Steps and Support\n# Section 4: Check-in Schedule\n# Section 5: Outcome Criteria\n# Section 6: Acknowledgment and Signatures\n# Optional PIP Checklist Version","[{\"question\":\"What information must be completed in the employee information section?\",\"answer\":\"Fill in employee name, job title, department, manager name, HR representative, PIP start and end dates, review dates, and plan duration (e.g., 30/60/90 days).\"},{\"question\":\"How should improvement goals be written in this template?\",\"answer\":\"Goals should follow SMART principles—specific, measurable, achievable, relevant, and time-bound—with a measurable outcome and a target date. Keep the number of goals to a maximum of 2 to 4.\"},{\"question\":\"What does the check-in schedule section cover?\",\"answer\":\"It records formal progress review dates and formats (1:1, 1:1 + HR) with owners, agendas, and notes, and includes a documentation rule for storing check-in notes in the designated HR system or folder.\"},{\"question\":\"What outcome criteria are defined for the PIP?\",\"answer\":\"The template requires defining what counts as successful completion, extension, or escalation before the plan begins, including how to handle partial goal achievement and what happens if performance does not improve sufficiently.\"}]","Employee Performance Improvement Plan Template - How to Use | PDF",1790122448]