Run a performance improvement plan

A performance improvement plan (PIP) is a structured plan, usually 30 to 90 days, for an employee who needs to get back on track. It has objectives, success criteria, support, milestones and regular check-ins. HR creates it; the monitoring manager records the check-ins.

A PIP can also start by itself: with Automatic PIP Enrollment on, a manager review at or below the threshold starts a 90-day PIP with weekly check-ins (see Set up performance settings).

Steps

1. Open HR › Performance › PIP

   In the menu on the left, select HR, then Performance, then PIP.

   

   1. Create PIP starts a new plan.
   2. Counters: active, successful and failed PIPs, and the success rate.
   3. Filter by status (Draft, Active, Extended, Completed, Failed, Cancelled) or outcome, and sort.
   4. Each card shows the employee, status, outcome, dates and progress. View PIP Details opens it.

   The PIP Guidelines box under the list summarises the company rules: start after a failed or below-expectations appraisal, at most 90 days, weekly or bi-weekly check-ins, a mid-review at about 45 days, and one extension.

2. Create the plan

   Select Create PIP.

   

   1. The form's sections: People, Trigger, Performance, Timeline, Objectives & Plan.
   2. PIP Title. Required.
   3. Description: the purpose and the expected outcome. Required.
   4. Employee Under PIP. Then Monitoring Manager and HR Representative below it (all required), and optionally the Related Appraisal Grading.
   5. Create PIP starts the plan straight away (status Active).
   6. Save as Draft keeps it editable. A draft needs at least the employee, manager, HR representative, trigger type and start date.

   Further down the form:

   • PIP Trigger: Trigger Type (Failed Appraisal, Below Expectations, Unsatisfactory Rating or Consistent Underperformance) and the Trigger Reason / Context. Required.
   • Performance Details: Performance Issues and Expected Improvements (required), and optional Initial Score and Target Score.
   • PIP Timeline: Start Date, Duration (Days) (quick presets 30, 60, 90), Mid-Review Date and Check-in Frequency (Weekly or Bi-Weekly). All required.
   • Improvement Objectives, Success Criteria, Support & Resources and Milestones: at least one of each.
3. Activate a draft

   Open the draft from the list.

   

   1. Edit changes the draft.
   2. Review & Activate opens the plan for a last check; select Save & Activate PIP to start it.
   3. The ⋮ menu (More actions): Delete Draft for a draft; Complete PIP, Extend PIP and Cancel PIP for an active plan.
   4. Start date, end date, duration and progress.
   5. People: the employee, the monitoring manager and the HR representative.
4. Record check-ins and milestones

   On an active or extended PIP, select Add Check-in (also on the check-ins list: "Record the first check-in"). Choose the Progress Rating (On Track, Needs Attention or Off Track), then write the progress summary, achievements, improvements seen, challenges, concerns, next actions and any private notes. Save it.

   To tick off a milestone, open it on the PIP and mark it complete, with notes on how it was achieved.

5. Extend, complete or cancel

   From the ⋮ menu:

   • Extend PIP: one time only. Choose the new end date (after the current one) and explain why more time is needed.
   • Complete PIP: choose the outcome (Successful, Unsuccessful or Terminated) and write outcome notes (required).
   • Cancel PIP: give the reason, for example the employee resigned.

If something goes wrong

Message	What to do
A draft needs the employee, manager, HR representative, trigger type and start date	Fill in those five, then save the draft.
Please fix the validation errors	Each missing field is highlighted; at least one objective, success criterion, support item and milestone is needed to create the PIP.
Please complete all required fields (check-in)	Fill in the rating and the required text boxes.

What employees and managers see

• Monitoring managers record check-ins and milestones on the PIP. See Check in on a PIP.
• Employees get an email and in-app notice when a PIP starts, changes or ends. The PIP isn't shown on their appraisal screen; the manager and HR representative go through it with them.

Next steps

See how plans are going across the company: View performance reports.