Performance Improvement Plan (PIP)

The Performance Improvement Plan (PIP) is a formal document that should be used to outline performance issues and set clear objectives and timescales for improvement in respect of employees who are not performing at the required level for their role.

Agreeing clear performance objectives

The objectives in the PIP must be agreed with the employee and should be achievable and time-bound. The manager and employee should also agree any support that may be required to achieve these objectives.

Employers who want to see how performance objectives may be presented can refer to the Performance Improvement Plan – Example.

Setting realistic timescales and review meetings

The duration of the PIP will depend on the individual situation, but any timescales must be realistic and include regular review meetings to monitor progress towards agreed objectives.

What happens if performance does not improve?

As the name suggests, the PIP is designed to help the employee improve their job performance, but if these improvements are not forthcoming within a reasonable timescale then disciplinary action and, ultimately, dismissal may follow.

The PIP should be used alongside the Performance Management Review Procedure. If the matter moves to a formal hearing, the employer may need to use the Notice Of First Disciplinary Poor Performance Hearing.

Performance Improvement Plan (PIP) is part of Employment. Just £38.50 + VAT provides unlimited downloads from Employment for 1 year.