Free plan template · Word

Performance Improvement Plan

A performance improvement plan (PIP) is a structured, time-bound plan, usually 30 to 90 days, that helps an employee whose performance is below expectations get back on track. It states the specific gaps, the goals to achieve, the actions and support the company will give, how success will be measured and when progress will be reviewed.

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[Company Logo][Company Name]

PERFORMANCE IMPROVEMENT PLAN (PIP)

Company:: [Company Name]
PIP Ref. No.:: [Reference Number]
PIP Start Date:: [DD/MM/YYYY]
PIP End Date:: [DD/MM/YYYY]
Duration:: [60 / 90] days

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
HR Partner	[HR Name]

1. Purpose

The purpose of this plan is to help [Employee Name] meet the performance standards expected in the role of [Designation]. The company is committed to providing the support described below and wants this plan to succeed.

2. Performance Gaps Identified

Area	Expected Standard	Current Performance (with examples / data)
[Area 1]	[Standard]	[Current Performance]
[Area 2]	[Standard]	[Current Performance]
[Area 3]	[Standard]	[Current Performance]

3. Improvement Plan

Goal	Actions by Employee	Support from Company	Success Measure	Timeline
[SMART Goal 1]	[Actions]	[Training / coaching / tools]	[Measure]	By [DD/MM/YYYY]
[SMART Goal 2]	[Actions]	[Training / coaching / tools]	[Measure]	By [DD/MM/YYYY]
[SMART Goal 3]	[Actions]	[Training / coaching / tools]	[Measure]	By [DD/MM/YYYY]

4. Review Schedule

Review	Date	Progress Status (On track / Partly / Not on track)	Comments
Review 1	[DD/MM/YYYY]	[Status]	[Comments]
Review 2	[DD/MM/YYYY]	[Status]	[Comments]
Review 3	[DD/MM/YYYY]	[Status]	[Comments]
Final Review	[DD/MM/YYYY]	[Status]	[Comments]

5. Possible Outcomes

Goals met: the PIP will be closed in writing and normal reviews will resume.
Substantial but incomplete progress: the PIP may be extended once for a defined period.
Goals not met: the company may consider further action in line with its policies, after giving the employee an opportunity to be heard.

6. Employee Comments

The employee may record comments here or submit them separately to HR within [Number] working days.
[Employee Comments]

Employee (acknowledgement of receipt)
[Employee Name]
Date: [Date]

Reporting Manager
[Reporting Manager]
Date: [Date]

HR
[HR Name]
Date: [Date]

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What this template includes

Factual description of performance gaps with examples
SMART improvement goals
Action steps for the employee
Support, training and resources from the company
Success measures that are objective
Timeline and scheduled review dates
Possible outcomes stated fairly and clearly

When to use it

Performance has stayed below expectations despite informal feedback
An appraisal rating of "needs improvement" or below
Repeated misses of clearly communicated targets
Before any decision on extension of probation or separation on performance grounds

How to customise this template

1Describe gaps using data and dated examples, not general opinions
2Choose a realistic duration, commonly 60 or 90 days
3Book all review meetings in advance and list the dates
4Name a specific support person (manager, trainer or buddy)
5Have HR review the draft before it is shared

HR tips

Present the PIP as a genuine chance to succeed, not a formality
Make sure the employee had clear expectations before the PIP
Hold every scheduled review and minute it
Give the employee time to respond and record their comments

This template is a starting point. Review it against applicable labour laws, state rules, your standing orders and HR policies, and with a legal adviser where needed, before issuing it.

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Frequently asked questions

What is a PIP in HR?+

A PIP is a formal plan giving an employee clear goals, support and a timeline to improve performance that is below the expected standard.

How long is a performance improvement plan?+

Most PIPs run for 30, 60 or 90 days. The duration should give a fair chance to show improvement given the nature of the role.

Can an employee refuse to sign a PIP?+

The employee may decline to sign, but should be asked to acknowledge receipt. Their comments or disagreement can be recorded on the plan.

What happens after a PIP?+

If goals are met, the PIP is closed in writing. If progress is partial, it may be extended; if goals are not met, the company may take further action as per policy.

All 50 performance appraisal & reviews →

[Company Logo][Company Name]

PERFORMANCE IMPROVEMENT TRACKER

Company:: [Company Name]
Maintained By:: [HR Name]
Last Updated:: [DD/MM/YYYY]
Classification:: Confidential – HR only

Status Legend

Code	Meaning
G	On track – progress meets plan
A	Partly on track – some goals behind
R	Not on track – significant concerns
C	Closed – outcome recorded

Active and Closed PIPs

PIP Ref.	Emp. ID	Employee Name	Department	Manager	Start Date	End Date	Review 1	Review 2	Review 3	Status	Support Given	Outcome
[Reference Number]	[Employee ID]	[Employee Name]	[Department]	[Reporting Manager]	[DD/MM/YYYY]	[DD/MM/YYYY]	[DD/MM/YYYY]	[DD/MM/YYYY]	[DD/MM/YYYY]	[G/A/R/C]	[Support]	[Completed / Extended / Not met]
[Reference Number]	[Employee ID]	[Employee Name]	[Department]	[Reporting Manager]	[DD/MM/YYYY]	[DD/MM/YYYY]	[DD/MM/YYYY]	[DD/MM/YYYY]	[DD/MM/YYYY]	[G/A/R/C]	[Support]	[Outcome]
[Reference Number]	[Employee ID]	[Employee Name]	[Department]	[Reporting Manager]	[DD/MM/YYYY]	[DD/MM/YYYY]	[DD/MM/YYYY]	[DD/MM/YYYY]	[DD/MM/YYYY]	[G/A/R/C]	[Support]	[Outcome]
[Reference Number]	[Employee ID]	[Employee Name]	[Department]	[Reporting Manager]	[DD/MM/YYYY]	[DD/MM/YYYY]	[DD/MM/YYYY]	[DD/MM/YYYY]	[DD/MM/YYYY]	[G/A/R/C]	[Support]	[Outcome]

Overdue Reviews

Performance Improvement Tracker

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[Company Logo][Company Name]

ANNUAL PERFORMANCE APPRAISAL FORM

Company:: [Company Name]
Appraisal Year:: April [YYYY] – March [YYYY]
Form Ref.:: [Reference Number]

Part A: Employee Details

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Reviewer (Skip-level Manager)	[Reviewer Name]

Part B: Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Part C: Key Result Areas (70% weightage)

Form · Word

Annual Performance Appraisal Form

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[Company Logo][Company Name]

EMPLOYEE PERFORMANCE REVIEW FORM

Company:: [Company Name]
Review Date:: [Date]
Review Period:: [DD/MM/YYYY] to [DD/MM/YYYY]

1. Employee Details

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Review Type: Mid-year / Ad-hoc / Transfer / Employee-requested

2. Rating Scale

Rating	Label	Description
4	Exemplary	Performance well above the standard in every area reviewed
3	Proficient	Solid, reliable performance at the expected standard
2	Developing	Progressing, but support is still needed in some areas
1	Below Standard	Performance is not yet acceptable for the role

3. Core Job Factors

Form · Word

Employee Performance Review Form

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[Company Logo][Company Name]

QUARTERLY PERFORMANCE REVIEW

Company:: [Company Name]
Financial Year:: [YYYY–YY]
Quarter:: Q1 / Q2 / Q3 / Q4 ([DD/MM/YYYY] to [DD/MM/YYYY])

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Quarterly Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

A. Quarterly Targets / OKRs

Objective / Target	Planned	Actual	Achievement %	Rating	Q-on-Q Trend
[Objective 1]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]
[Objective 2]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]
[Objective 3]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]
[Objective 4]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]

Form · Word

Quarterly Performance Review

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[Company Logo][Company Name]

MONTHLY PERFORMANCE REVIEW

Company:: [Company Name]
Month / Year:: [Month] [YYYY]
Working Days in Month:: [Number]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Shift / Process (if applicable)	[Shift]

Monthly Rating Scale

Rating	Label	Description
4	Exemplary	Performance well above the standard in every area reviewed
3	Proficient	Solid, reliable performance at the expected standard
2	Developing	Progressing, but support is still needed in some areas
1	Below Standard	Performance is not yet acceptable for the role

1. Monthly Targets

Metric	Monthly Target	Actual	Achievement %	Rating (1–4)
[Metric 1, e.g. Sales Value ₹]	[Target]	[Actual]	[%]	[Rating]
[Metric 2, e.g. Calls / Visits]	[Target]	[Actual]	[%]	[Rating]
[Metric 3, e.g. Quality Score %]	[Target]	[Actual]	[%]	[Rating]
[Metric 4, e.g. Customer Complaints]	[Target]	[Actual]	[%]	[Rating]

Form · Word

Monthly Performance Review

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[Company Logo][Company Name]

PROBATION PERFORMANCE REVIEW FORM

Company:: [Company Name]
Probation Start Date:: [Date of Joining]
Probation End Date:: [DD/MM/YYYY]
Review Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Section A: Job Performance

Criteria	Rating (1–5)	Comments / Examples
Understanding of role and responsibilities	[Rating]	[Comments]
Quality and accuracy of work	[Rating]	[Comments]
Speed of learning and applying training	[Rating]	[Comments]
Achievement of probation goals	[Rating]	[Comments]
Working relationships with team and customers	[Rating]	[Comments]

Form · Word

Probation Performance Review

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[Company Logo][Company Name]

30-DAY PERFORMANCE REVIEW (NEW JOINER)

Company:: [Company Name]
Date of Joining:: [Date of Joining]
Review Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Onboarding Buddy	[Buddy Name]

1. Onboarding Status

Induction and company orientation completed
Laptop, email and system access provided
Policies acknowledged (code of conduct, leave, POSH, IT use)
Role expectations and KRAs explained
Introduced to key stakeholders
Joining documents and bank / UAN details submitted to HR

2. Early Performance Scale

Rating	Label	Description
4	Exemplary	Performance well above the standard in every area reviewed
3	Proficient	Solid, reliable performance at the expected standard
2	Developing	Progressing, but support is still needed in some areas
1	Below Standard	Performance is not yet acceptable for the role

Form · Word

30-Day Performance Review

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[Company Logo][Company Name]

60-DAY PERFORMANCE REVIEW

Company:: [Company Name]
Date of Joining:: [Date of Joining]
Review Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Part 1: Progress on Day 30 Goals

Goal Set at Day 30	Progress Made	Rating (1–5)	Comments
[Goal 1]	[Progress]	[Rating]	[Comments]
[Goal 2]	[Progress]	[Rating]	[Comments]
[Goal 3]	[Progress]	[Rating]	[Comments]

Form · Word

60-Day Performance Review

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Performance Improvement Plan

Preview of the plan

1. Purpose

2. Performance Gaps Identified

3. Improvement Plan

4. Review Schedule

5. Possible Outcomes

6. Employee Comments

What this template includes

When to use it

How to customise this template

HR tips

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Frequently asked questions

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