Free performance improvement plan (PIP) template
A structured PIP template for addressing underperformance fairly. Set clear expectations, SMART improvement goals, support measures and review milestones to give employees a genuine opportunity to succeed — and document the process if it doesn't.
Performance improvement plan
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No signup required. Print or fill in digitally.
This performance improvement plan template is a general HR template, not legal advice. Customise it to your workplace and the relevant awards and legislation, and confirm your obligations with Fair Work before relying on it in any performance or termination process. It does not constitute legal, HR, or professional advice and should not be relied on as a substitute for advice specific to your business, workforce, or circumstances.
What's in this form
Every section of a fair, defensible PIP
Employee and manager details
Names, positions, departments and the date the PIP commences.
Performance concerns
A specific, evidence-based description of the performance gaps being addressed.
Performance standards
A clear statement of the expected performance level or behaviour required.
Improvement objectives
SMART goals the employee must achieve during the PIP period.
Action steps
The specific actions the employee will take to lift their performance.
Support and resources
Training, coaching, tools or assistance the business will provide.
Review schedule
Dates for check-in meetings to assess progress and give feedback.
Consequences
What happens if performance improves — or does not meet the standard.
Signatures and acknowledgement
Sign-off by employee, manager and any witness or HR representative.
How to write a performance improvement plan
Four steps to a fair, effective PIP
1. Identify the problem with data
Pinpoint specific performance gaps using concrete, measurable evidence — missed deadlines, error rates or sales figures — rather than opinions or vague impressions.
2. Set SMART goals
Turn each gap into a specific, measurable objective, e.g. 'submit the weekly report by 5pm every Friday' so the employee knows exactly what success looks like.
3. Outline the support
State the training, coaching, tools and check-ins the business will provide so the employee has a genuine opportunity to improve.
4. Set a timeline and consequences
Agree a realistic 30, 60 or 90-day timeframe with scheduled reviews, and spell out transparently what happens if standards are or are not met.
A PIP shouldn’t be a surprise — it should follow earlier feedback, coaching or a review where concerns were raised. For the full process, read our guide on how to conduct a performance review.
When to use this template
Manage underperformance fairly and consistently
Persistent underperformance
When informal feedback has not resolved ongoing performance issues.
After a performance review
Formalise improvement actions raised in a review or appraisal.
Defending a fair process
Document a genuine opportunity to improve before any further action.
Used across hospitality, retail, healthcare, trades and professional services. If a PIP doesn’t resolve the issue, our guide to writing a warning letter covers the next step.
Manage performance plans without the paperwork
A PDF works for a one-off PIP. But once you're running plans across the team, chasing review dates and keeping records audit-ready, paper gets messy fast. RosterElf's HR software stores performance plans digitally, sends automated review reminders & keeps every note and sign-off in one secure place.
HR guides
Manage performance and discipline the right way
How to conduct a performance review
Run fair, structured reviews that surface issues early — often the step before a PIP.
Read the guideHow to write a warning letter
Issue a clear, defensible warning if a PIP does not lead to improvement.
Read the guideHow to terminate an employee
Follow a fair process if performance management does not resolve the issue.
Read the guideRelated templates
Use this form alongside these related templates
Performance improvement plan FAQ
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Start by identifying the specific performance gaps using concrete, measurable data rather than opinions. Turn each gap into a SMART goal, outline the support and resources you will provide, then set a realistic 30 to 90-day timeline with scheduled reviews and transparent consequences. This template is pre-structured with all of these fields — follow the four steps above to fill it in. For the full process, see our guide on how to conduct a performance review.
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A complete PIP includes the employee and manager details, a clear description of the performance concerns, the expected performance standards, SMART improvement objectives, agreed action steps, the support the business will provide, a review schedule, the consequences, and space for signatures. Every one of these sections is built into this template.
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The 5 Cs are a common framework for effective performance conversations: clarity (clear expectations), context (why it matters), challenge (stretching but achievable goals), conditions (the support and resources provided) and credibility (a fair, consistent process). A well-written PIP covers all five — set clear SMART goals, explain the impact, provide genuine support and keep the process documented and fair.
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Typically 30, 60 or 90 days depending on the role and the extent of improvement required. Simple skill gaps may improve quickly; complex behavioural change takes longer. Set a realistic timeframe that gives the employee a genuine opportunity to improve, and schedule weekly or fortnightly check-ins to review progress.
Before you download
General information only — not legal advice
This document is a general HR template provided for informational purposes only. It is not legal advice and may not reflect the latest changes in legislation or apply to every workplace situation. RosterElf Pty Ltd and the template provider accept no liability for any loss arising from reliance on this document. Users should seek independent legal advice and customise the template to ensure it complies with all relevant laws, awards and workplace requirements.