[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-163375-105":53,"doc-detail-163375-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","performance-improvement-plan-pip-confidential","Performance Improvement Plan (PIP) - Confidential","","A Performance Improvement Plan (PIP) template used to formally address serious performance concerns, identify gaps in an employee’s work and behavior, and restate Western University’s expectations. It defines improvement and activity goals, lists available resources and management support, and sets measurable performance standards. The plan includes progress checkpoints, follow-up update schedules, and a defined 60/75/90-day timeline with consequences up to termination. The document remains confidential and includes signature fields for the employee and supervisor.",{"@graph":63,"@context":118},[64,80,101],{"@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":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/performance-improvement-plan-pip-confidential/163375/",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/performance-improvement-plan-pip-confidential/163375.png","ImageObject",442,249,{"name":88,"@type":89},"Aurelia","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/octet-stream","2026-09-23","2026-08-31",true,{"@type":98,"interactionType":99,"userInteractionCount":47},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What is the purpose of a Performance Improvement Plan (PIP)?","Question",{"text":108,"@type":109},"The PIP defines serious performance concerns, reiterates expectations, and provides an opportunity to demonstrate improvement and commitment.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What steps are included in the improvement plan?",{"text":113,"@type":109},"The template covers improvement goals, activity goals, available resources (and optional management support), performance expectations, and progress checkpoints.",{"name":115,"@type":106,"acceptedAnswer":116},"What happens if the employee does not meet PIP expectations?",{"text":117,"@type":109},"Failure to meet or exceed expectations, gross misconduct, or lack of significant improvement within the 60/75/90-day timeline can lead to further disciplinary action up to termination.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},163375,1788142681,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":47,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":76,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":125,"read_time":9},1099514068365,"https://ap-avatar.wpscdn.com/avatar/10000253d8d9f28188e?_k=1776742907772140068","\u0013 EMBED MSPhotoEd.3 \u0014\n\u0015\nPerformance Improvement Plan (PIP)\nConfidential\nTO:\t\t(insert employee’s name)\nFROM:\t(insert manager’s name)\nDATE:\t\t(insert date)\nRE:\t\tPerformance Improvement Plan (PIP)\nThe purpose of this Performance Improvement Plan (PIP) is to define serious areas of concern, gaps in your work performance, reiterate Western University [Name of College]’s expectations, and allow you the opportunity to demonstrate improvement and commitment.\nAreas of Concern:\nBullet point issues and how employee’s lack of performance and/or behavior has affected his/her co-workers, the company and clients/customers.\nObservations, Previous Discussions or Counseling:\nRecap dates/times you have addressed the issues in the recent/relevant past. Reference previous documents when applicable.\nStep 1:  Improvement Goals: These are the goals related to areas of concern to be improved and addressed:\u0005\n.\nStep 2:  Activity Goals:  Listed below are activities that will help you reach each goal:\u0005\nStep 3:  Resources\u0005:  Listed below are resources available to you to complete your Improvement activities (may include other people’s time or expertise, funds for training materials and activities, or time away from usual responsibilities.)\n[OPTIONAL:  This can be incorporated as part of Step 3: Resources, above]  Management Support:  Listed below are ways in which your manager will support your Improvement activities.\nStep 4:  Expectations\u0005: The following performance standards must be accomplished to demonstrate progress towards achievement of each Improvement goal:\nStep 5  Progress Checkpoints:  The following schedule will be used to evaluate your progress in meeting your Improvement activities.\nFollow-up Updates:  You will receive feedback on your progress according to the following schedule:\nTimeline for Improvement, Consequences & Expectations:\nEffective immediately, you are placed on a (insert 60, 75, or 90)-day PIP.  During this time you will be expected to make regular progress on the plan outlined above.  Failure to meet or exceed these expectations, or any display of gross misconduct will result in further disciplinary action, up to and including termination.  In addition, if there is no significant improvement to indicate that the expectations and goals will be met within the timeline indicated in this PIP, your employment may be terminated prior to (insert 60, 75, or 90) days.  Furthermore, failure to maintain performance expectations after the completion of the PIP may result in additional disciplinary action up to and including termination.\nThe PIP does not alter the employment-at-will relationship. Additionally, the contents of this PIP are to remain confidential.  Should you have questions or concerns regarding the content, you will be expected to follow up directly with me.\nWe will meet again on as noted above to discuss your Performance Improvement Plan.  Please schedule accordingly.\nSignatures:\nPrint Employee Name:_____________________________________\nEmployee Signature:\t_____________________________________\nDate: \t\t\t___________________________\nPrint Supervisor/Manager Name: \t_____________________________________\nSupervisor/Manager Signature: \t_____________________________________\nDate:\t\t\t\t\t___________________________","cbCaipdmq097I7z2","https://ap.wps.com/l/cbCaipdmq097I7z2","doc",677888,"English","# Purpose and Confidentiality\n## Areas of Concern\n## Observations, Previous Discussions or Counseling\n# Improvement Structure\n## Step 1: Improvement Goals\n## Step 2: Activity Goals\n## Step 3: Resources\n## Step 4: Expectations\n## Step 5: Progress Checkpoints\n# Timeline, Consequences and Follow-up\n## Effective PIP Timeline (60/75/90 days)\n## Follow-up Updates\n# Signatures","[{\"question\":\"What is the purpose of a Performance Improvement Plan (PIP)?\",\"answer\":\"The PIP defines serious performance concerns, reiterates expectations, and provides an opportunity to demonstrate improvement and commitment.\"},{\"question\":\"What steps are included in the improvement plan?\",\"answer\":\"The template covers improvement goals, activity goals, available resources (and optional management support), performance expectations, and progress checkpoints.\"},{\"question\":\"What happens if the employee does not meet PIP expectations?\",\"answer\":\"Failure to meet or exceed expectations, gross misconduct, or lack of significant improvement within the 60/75/90-day timeline can lead to further disciplinary action up to termination.\"}]","Performance Improvement Plan (PIP) - Confidential | DOC"]