[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-352367-105":53,"doc-detail-352367-en":127},{"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":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","performance-improvement-plan-pip-guidance-and-template","Performance Improvement Plan (PIP) Guidance and Template","","Performance Improvement Plan (PIP) guidance explains how to write a structured plan to address employee underperformance in a fair and supportive way. It outlines key PIP elements: define the need for the plan, identify specific issues with evidence, set measurable objectives and resources, establish a clear schedule and deadlines, and state potential consequences for failing to meet expectations. It also covers reviewing the draft with HR, implementing confidential discussions, monitoring progress with follow-up meetings, and conducting a final evaluation while considering an additional PIP or disciplinary action per policy.",{"@graph":63,"@context":119},[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":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-guidance-and-template/352367/",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-guidance-and-template/352367.png","ImageObject",442,249,{"name":88,"@type":89},"Noah","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-07","2026-09-22",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",6,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What are the core elements that a PIP should include?","Question",{"text":109,"@type":110},"A PIP should explain why it is needed, identify performance problems with evidence, set measurable objectives and resources (training, mentoring, meetings), create a timeline with deadlines, and outline consequences for not meeting expectations.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"How should the PIP draft be reviewed before it is discussed with the employee?",{"text":114,"@type":110},"Review the draft with an HR representative first, then ensure it has no non-performance bias, that objectives and timeframes are fair, and that the employee will receive proper tools and training.",{"name":116,"@type":107,"acceptedAnswer":117},"What steps should be followed to implement and monitor a PIP?",{"text":118,"@type":110},"Meet in person to discuss the PIP confidentially, communicate goals and timelines, allow questions and clarification, track progress with regular follow-up meetings, and hold a final meeting to review outcomes and next actions.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},352367,1791127605,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":79,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":73},8796095462418,"https://ap-avatar.wpscdn.com/avatar/80000253c1241d02b47?x-image-process=image/resize,m_fixed,w_180,h_180&k=1778826106357471780","Performance Improvement Plan (PIP) Overview  \nElements of a PIP  \nHere are a few things you should consider when writing a PIP:  \n1. Describe why the PIP is needed: This can be a brief statement describing the performance expectations and how underperforming can impact the department.  \n2. Identify the problem(s): List all performance issues with examples and evidence to support your statements.  \n3. Create measurable objectives: Explain how the employee should correct their performance and include any resources the employer will provide, such as training, mentoring or regular meetings with their supervisor.  \n4. Come up with a schedule: Add a timeline and deadline by which these issues should be corrected.  \n5. State the consequences: Outline potential consequences and disciplinary action for failing to meet PIP expectations.  \nReviewing the PIP  \nReview the PIP draft, preferably with an HR representative, before discussing it with the employee. Remember, a successful PIP should be designed to help the employee rather than serve as a tool of punishment.  \nWhen reviewing the performance plan, check for several important things:  \n• Ensure the plan doesn’t have any non-performance related bias against the employee.  \n• Ensure the objectives are fair and the timeframe is reasonable.  \n• Ensure the employee has been given the proper tools and training.  \nImplementing the PIP  \nAfter drafting the performance improvement plan, take these steps to implement it:  \n• Meet with the employee to discuss the PIP: Since conversations around PIPs can be delicate, meet with the employee in-person to discuss it. PIPs are confidential so any discussion should be out of earshot of other employees.  \n• Communicate the goals and timeline to the employee: During the meeting, lay out the goals and timeline to the employee to give them targets to work toward.  \n• Give the employee an opportunity to ask questions and receive clarification: The  \nperformance improvement plan should be a joint effort. Clarify any questions the employee may have so they understand what your expectations are and how they can meet them.  \nMonitoring employee progress  \nTrack your employee’s progress toward meeting the goals outlined in the PIP. Schedule followup meetings to monitor their efforts and check in regularly to address any new questions or concerns to help employees feel motivated and supported.  \nAt the end of the PIP’s timeframe, schedule a final meeting to discuss the outcome. If they failed to meet your expectations, consider implementing a second PIP or carrying out disciplinary action according to your department’s policies.  \n--------------------------EXAMPLE PIP TEMPLATE--------------------------  \nEmployee Name: [INSERT NAME] Personnel Number: [INSERT PN]  \nThis Performance Improvement Plan (PIP) outlines the areas where your performance has not met expectations, specifies the level of performance required, and gives you an opportunity to achieve these expectations within a specified timeframe. The goal is to support you in improving your performance and succeeding in your role. Failure to meet any goal may result in disciplinary action up to, and including, termination.  \nPerformance Issues  \nAs we discussed, this document serves to provide you with a plan to correct your performance in the following areas (list all performance issues out) :  \nI.  Issue 1 : [Description of Performance Issue]  \nCurrent Performance: [Detailed description of how the employee is currently performing in this area]  \nExpected Performance: [Clear, measurable expectation]  \nSpecific Improvement Goal: [Detailed, measurable goal]  \nDeadline: [Specific date—typically 30, 60, or 90 days]  \nII.  Issue 2 : [Description of Performance Issue]  \nCurrent Performance: [Detailed description of how the employee is currently performing in this area]  \nExpected Performance: [Clear, measurable expectation]  \nSpecific Improvement Goal: [Detailed, measurable goal]  \nDeadline: [Specific date—typically 30, ","cbCaicUJlP0bsGs6","https://ap.wps.com/l/cbCaicUJlP0bsGs6","pdf",181529,"English","# PIP Overview\n## Elements of a PIP\n## Reviewing the PIP\n## Implementing the PIP\n## Monitoring Employee Progress\n## Example PIP Template","[{\"question\":\"What are the core elements that a PIP should include?\",\"answer\":\"A PIP should explain why it is needed, identify performance problems with evidence, set measurable objectives and resources (training, mentoring, meetings), create a timeline with deadlines, and outline consequences for not meeting expectations.\"},{\"question\":\"How should the PIP draft be reviewed before it is discussed with the employee?\",\"answer\":\"Review the draft with an HR representative first, then ensure it has no non-performance bias, that objectives and timeframes are fair, and that the employee will receive proper tools and training.\"},{\"question\":\"What steps should be followed to implement and monitor a PIP?\",\"answer\":\"Meet in person to discuss the PIP confidentially, communicate goals and timelines, allow questions and clarification, track progress with regular follow-up meetings, and hold a final meeting to review outcomes and next actions.\"}]","Performance Improvement Plan (PIP) Guidance and Template | PDF",1790099241]