Performance Improvement Plan template
A structured PIP template for addressing underperformance. Sets clear expectations, improvement goals, support measures and review milestones to give employees a genuine opportunity to succeed.
Performance improvement plan
PDF format • Ready to download
By downloading, you agree to our template disclaimer
Why use a performance improvement plan
A PIP is a formal process for addressing ongoing performance issues after informal feedback hasn't led to improvement. It gives employees clear expectations, reasonable support, and a defined period to meet required standards.
From a legal perspective, a properly documented PIP demonstrates that you've given the employee a fair opportunity to improve before taking further action. This is crucial for defending against unfair dismissal claims if termination becomes necessary.
The goal is always to help the employee succeed, but the PIP also protects the business by documenting the process if improvement doesn't occur.
Key features of this template
Designed for fair, supportive performance management
Clear expectations
Define specific performance issues and required improvements.
Measurable goals
Set SMART objectives with clear success criteria and deadlines.
Review milestones
Scheduled check-ins to monitor progress throughout the plan.
Support framework
Outline training, coaching and resources to help employee succeed.
Progress tracking
Document improvements and areas still requiring attention.
Formal documentation
Creates clear record if performance management continues.
What's included in this template
Comprehensive sections for effective performance improvement
Employee and manager details
Names, positions, departments and the date the PIP commences.
Performance concerns
Specific description of the performance issues or gaps being addressed.
Performance standards
Clear statement of the expected performance level or behaviour.
Improvement objectives
SMART goals the employee must achieve during the PIP period.
Action steps
Specific actions the employee will take to improve performance.
Support and resources
Training, coaching, tools or assistance the business will provide.
Review schedule
Dates for check-in meetings to assess progress and provide feedback.
Consequences
What happens if performance improves or doesn't meet required standards.
Employee acknowledgement
Space for employee to acknowledge receipt and add comments.
Signatures and dates
Formal sign-off by employee, manager and any witnesses or HR representatives.
How to implement a PIP effectively
Best practices for fair and constructive performance management
Before starting a PIP
A PIP shouldn't be a surprise. It should follow previous informal feedback, coaching conversations, or performance reviews where concerns were raised. Document these earlier conversations as they form part of the overall performance management record.
Check your Modern Award, Enterprise Agreement or employment contract for any specific performance management procedures you must follow. Some agreements require formal warnings before a PIP or termination.
Set realistic expectations
The improvement objectives must be achievable within the timeframe. If performance gaps are due to lack of training or unclear expectations, the employee needs genuine support and reasonable time to improve.
Typical PIP periods are 30, 60 or 90 days depending on the complexity of the role and the extent of improvement required. Schedule regular check-ins (weekly or fortnightly) to review progress and provide ongoing feedback.
Review outcomes fairly
At the end of the PIP period, assess whether the employee has met the improvement objectives. If they have, acknowledge the achievement and remove them from the PIP. If performance is still below standard, you may extend the PIP, issue a warning, or consider termination — always with legal advice.
Looking to automate this process? RosterElf's performance management software tracks improvement plans digitally with automated reminders and progress tracking. Our HR software simplifies performance documentation.
Who should use this template?
Essential for any business with employees
Legal disclaimer
This template is designed to reflect Australian workplace standards and Fair Work principles at the time of publication. It is provided as a general guide only and does not constitute legal advice.
You should review and tailor this template to suit your business, industry, modern award, enterprise agreement and specific workplace circumstances. For complex situations or disputes, seek independent legal or HR advice.
Regulatory sources
This template is aligned with Australian employment requirements.
Ready to address underperformance fairly?
Download our Performance Improvement Plan template and support employees to meet required standards.
Looking for more HR templates? Browse all forms
Related guides
Learn more about performance management
Related templates
Use this template alongside these related forms
Disclaimer
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.