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Performance Improvement Tracker

A performance improvement tracker is an HR register of every employee on a performance improvement plan. It shows PIP start and end dates, scheduled and completed reviews, progress status, support provided and final outcome, so HR can make sure each plan is run fairly and on time.

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[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

PIP Ref.	Review Due	Days Overdue	Follow-up Action	Owner
[Reference Number]	[DD/MM/YYYY]	[Number]	[Action]	[Owner]
[Reference Number]	[DD/MM/YYYY]	[Number]	[Action]	[Owner]

Monthly Summary

Active PIPs	[Number]
Closed successfully this month	[Number]
Extended	[Number]
Not met	[Number]

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What this template includes

One row per PIP with reference number
Start, end and review dates
Status legend for progress
Support provided column
Outcome (completed, extended, not met)
Overdue review flags

When to use it

HR monitoring of all active PIPs across the company
Monthly reporting of PIP status to HR leadership
Checking that review meetings are held as scheduled
Year-end analysis of PIP outcomes

How to customise this template

1Add your PIP reference numbering
2Include department and manager columns for reporting
3Add a column for HR partner if several HR staff manage PIPs
4Restrict access to HR only

HR tips

Update the tracker after every review meeting
Follow up any overdue review within a week
Check that support listed in the PIP was actually provided
Review outcomes by department to spot management issues

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Frequently asked questions

Why does HR need a PIP tracker?+

It gives HR a single view of all improvement plans, helps ensure reviews happen on time and shows that the process was applied consistently.

What should a PIP tracker include?+

Employee details, PIP reference, dates, review schedule, progress status, support given and final outcome.

Who can access the PIP tracker?+

It contains sensitive information, so access should be limited to HR and authorised managers.

All 50 performance appraisal & reviews →

[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]

Plan · Word

Performance Improvement Plan

Download .docx

[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

Download .docx

[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

Download .docx

[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

Download .docx

[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

Download .docx

Performance Improvement Tracker

Preview of the register

Status Legend

Active and Closed PIPs

Overdue Reviews

Monthly Summary

What this template includes

When to use it

How to customise this template

HR tips

Hire top talent from BetterJobs

Frequently asked questions

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