Performance improvement plan template Australia
Build a practical PIP with specific expectations, support, measures, review dates and fair follow-up.
A useful performance improvement plan identifies the exact performance gap, the required standard, measurable actions, support and training, who is responsible, a reasonable improvement period, review dates and possible consequences. It should reflect the discussion with the employee rather than operate as a predetermined path to dismissal.
The timeframe must be reasonable for the work and the improvement required. The employee should understand the expectations and have a genuine opportunity to respond and improve.
Work through it in this order.
Describe the gap with evidence
Use concrete examples, role requirements, previous feedback and agreed standards rather than labels such as 'bad attitude'.
Agree the required result
State what satisfactory performance looks like and how it will be observed or measured.
Provide support
Record training, resources, supervision, adjustments or clarification the business will provide.
Review and record
Meet on the planned dates, note progress and the employee's response, and confirm the next step in writing.
What employers often miss.
- Do not set impossible or discriminatory targets.
- Consider whether disability, illness or other circumstances require reasonable adjustments.
- Keep the plan and every review note on the employee file.
Check the primary guidance.
Open any source, or first have HR OK email you the practical employer checklist for this issue.
↗Official pages can change. HR OK monitors legislation and source updates, but the facts of the particular workplace still matter.