Fillable Form Performance Improvement Plan

What is a Performance Improvement Plan?

A PIP Performance Improvement Plan is a document that is made by a person in a managerial position in response to employees having issues with their performance in the workplace.

A Performance Improvement Action Plan addresses employee performance issues and provides suggestions to improve these issues to make the employee’s performance satisfactory.

A Performance Improvement Plan is a document that can help a lot when considering the well-being of the company. The idea behind issuing a Performance Improvement Plan is simple; to help the growth of an employee for them to become better. However, by doing this, there are some positive consequences to be expected from issuing a Performance Improvement Plan compared to other more drastic alternatives.

Firstly, it improves company morale and enhances the company culture. When other employees and business entities see that you use Performance Improvement Plans often, they will realize that you, as an employer, are invested in the nurturing of your employees. This can encourage employees to invest more time and effort into your company as they know that they have a superior that supports their endeavors in their careers.

Another benefit that Performance Improvement Plans can provide is the reduction of cost. If you terminate an employment contract because of a simple mistake, then you will need to spend time and money trying to find, hire, and train a replacement for your employee. A Performance Improvement Plan costs virtually nothing, and whatever expenses can be made in helping a single employee improve is always less than training and hiring a recruit.

Finally, another benefit that the Performance Improvement Plan can provide is its efficiency in helping employees improve. This document will undoubtedly work better than reviews and other forms of criticism. It provides a clear framework to see where the employee has gone wrong and immediately follows it with a proper suggestion on how that mistake can be improved to meet the standards of the company. While it might not solve all the problems of an employee, a Performance Improvement Plan can provide some form of encouragement to improve.

With the benefits of the Performance Improvement Plan stated, below are some tips and ideas on how to draft one for your employees:

• Determine your reasonable standards
• Ensure the objectives can be measured
• Clearly Define the support that your employee will receive
• Schedule regular check-ins to see improvement
• State clearly what consequences they will face if they do not improve.

How to fill out a Performance Improvement Plan?

For employers who are interested in improving their employees’ performances, a PIP Performance Improvement Plan Template PDF can be found in online document databases that provide HR templates.

Download and print the template to fill it out manually. Alternatively, you can fill out the form electronically through PDFRun.

Filling out the Template

Employee Name

Input the complete name of the employee whose performance you want to address on this form.

Employee ID No.

Input the employee identification number of your employee.

Supervisor

Input your complete name here.

Date

Input the date that the Performance Improvement Plan is written

Reason for Improvement Plan

This section of the document is where you, as an employer, will detail why the employee needs improvement in the first place. Make sure that the information you input here is concise, direct, and objective to ensure that there is minimal resistance to the claim.

Previous Disciplinary Actions

In this section of the document, input all previous attempts to correct or bring to attention the employee’s reason for improvement. This can be anything. From oral and written warnings to other forms of sanctions. In addition, input the date when each disciplinary action was taken.

Steps for Improvement

In this section of the document, you must detail the suggestions and processes that you will take with your employee for them to improve on the mistake mentioned above. Make the details that you input in this section as concise as possible without lacking in information.

Required Result

In this section, input the standard that the employee must meet after the improvement plan duration to call the plan a success. Ensure that the standards you set for the employee are reasonable and attainable given the skillset of your employee and the timeframe provided. Keeping a comprehensible and reachable goal that the employee can attain will be able to boost their morale when they reach that goal.

Improvement Plan In Effect For:

This section is where you indicate how long your improvement plan process will last and when the required result is expected to be reached. Check the appropriate box of your choice.

• 1 month
• 2 months
• 3 months
• 6 months

When choosing a timeframe, it is good to keep in mind some allowance in terms of the timeframe, if the opportunity allows. This is to ensure that you will not pressure your employee to improve greatly in such a short amount of time, as such an approach to nurturing an employee is often damaging rather than helping their growth as a professional.

Evaluations Every

Ensuring that the improvement plan process is going as planned is an important duty for a manager who is seeking to improve their employee’s skills. However, during these evaluations, it is essential to understand that improvement is not as linear as one might expect. Thus, instead only of making notes of their mistakes during every evaluation, you can also encourage them by pointing out small improvements they have made.

Check the appropriate box of how you want to schedule these evaluations.

• Every week
• Every 2 weeks
• Every 3 weeks
• Every month
• Every 2 months

When choosing the interval, ensure that it aligns with the improvement plan timeframe you decided on in the previous section. However, aside from this, there is no way of telling which interval will be optimal. You can examine and observe your employee to see their growth rate and work style to help your decision. You can also ask for their opinion on what interval would make them comfortable.

Evaluation should not be a stressful task for the employee. It should be an opportunity to let them showcase their growth.

Employee Signature

Discuss with your employee the nature of the improvement plan and walk them through why you are issuing them this document in the first place. In addition, have them read the clause before this section before they affix their signature here.

Date

Input the employee’s date of signing.