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I.
Free template · 60-day structure

PIP template.

A free performance improvement plan template — measurable objectives, 30/60-day milestones, manager and HR signature blocks. Structured to be a real chance at improvement and a defensible record if it isn't. Copy directly.

What's on this page

  1. The PIP template — full 60-day plan, ready to fill in.
  2. How to write measurable objectives — the difference between "improve communication" and a real objective.
  3. Frequently asked questions — duration, HR involvement, pushback, legal exposure.
  4. Related documents — warning letter, termination letter, separation agreement.
II.
II.The template

60-day plan. Ready to fill in.

Copy the template below, replace bracketed fields with specifics for your situation. Review with HR before issuing.

Template · 60-day PIP
PERFORMANCE IMPROVEMENT PLAN Employee: [Full name] Role: [Job title] Manager: [Manager name] HR partner: [HRBP name] Plan period: [Start date] – [End date] · 60 calendar days Plan start: [Date] Final review: [Date] ────────────────────────────────────────── CONTEXT This Performance Improvement Plan ("PIP") is being issued because your performance in the role of [Job title] has consistently fallen below the expected standard in the following specific areas. Continued employment depends on meeting the objectives set out below within the 60-day plan period. PERFORMANCE CONCERNS The specific performance issues prompting this plan are: 1. [Specific concern — e.g., "Sales activity below required threshold: averaging 12 calls per week against the documented expectation of 25."] Evidence: [Data source — e.g., "Salesforce activity reports from [date] to [date]."] 2. [Specific concern — e.g., "Documentation quality: tickets closed without root-cause analysis in 8 of last 20 cases."] Evidence: [Data source] 3. [Specific concern] Evidence: [Data source] ────────────────────────────────────────── OBJECTIVES (must be met during the plan period) 1. [Specific, measurable objective with deadline] - Measurement: [How performance against this objective will be measured] - Resources: [Manager support, training, tools provided] 2. [Specific, measurable objective with deadline] - Measurement: - Resources: 3. [Specific, measurable objective with deadline] - Measurement: - Resources: ────────────────────────────────────────── MILESTONES Day 14 check-in: [Date] Reviewer: [Manager]. Discussion: early progress on each objective, blockers, support needed. Day 30 review: [Date] Reviewer: [Manager + HRBP]. Written assessment of progress against each objective. Possible outcomes: (a) on track, continue; (b) off track, additional support added; (c) off track, no realistic path — plan ended early with employment decision. Day 60 final review: [Date] Reviewer: [Manager + HRBP + next-level]. Written assessment against each objective. Decision: (a) objectives met, plan closes; (b) objectives partially met, possible extension; (c) objectives not met, employment ends. ────────────────────────────────────────── SUPPORT PROVIDED During this plan period, the following support is committed: - Weekly 1:1 with [Manager], focused on PIP progress - [Training resources — e.g., specific courses, internal SME time] - [Tool access — anything previously absent that's needed for success] - HR partner available for confidential conversations about the plan ────────────────────────────────────────── CONSEQUENCES OF NON-COMPLETION This is a formal performance improvement plan. Failure to meet the objectives set out above within the 60-day period, in the judgment of [Manager] with HR concurrence, will result in termination of your employment, effective at the end of the plan period or earlier if there is no realistic path to meeting the objectives. This document does not create a contract of employment or guarantee employment through the plan period. Your employment remains at-will, and either party may end the relationship at any time, with or without cause. ────────────────────────────────────────── ACKNOWLEDGMENT I have received this Performance Improvement Plan, discussed it with my manager and the HR partner, and understand the objectives, milestones, and consequences described above. Employee signature: ____________________________ Date: __________ Manager signature: _____________________________ Date: __________ HR partner signature: __________________________ Date: __________ (Signature acknowledges receipt and understanding, not agreement with the assessment.)
III.
III.Frequently asked

Questions about PIPs.

How long should a PIP run?

30-90 days, with 60 being the most common. Less than 30 isn't enough time to demonstrate meaningful improvement on most performance issues; more than 90 starts to feel like permanent surveillance and undermines the structure. For role-critical capabilities (e.g., a sales rep failing to make quota), 30 days can be appropriate; for behavioral or judgment issues, 60-90 is more realistic.

Is a PIP a path to termination, or a real chance to improve?

Both, ideally. The honest answer is that more PIPs end in termination than in successful improvement — by the time performance has degraded to the level requiring a formal PIP, the relationship is usually beyond recovery. But the plan should be structured as a genuine path to success: objectives must be achievable, support must be real, and the manager must engage with the plan in good faith. Pretextual PIPs (where the outcome is predetermined) create serious legal exposure.

Should HR be involved?

Yes, from the start. HR partner reviews the plan before it's issued, attends key check-ins (day 14, 30, 60), and signs off on the final decision. This serves two purposes: it ensures consistency across managers and roles, and it provides the documentation trail that protects the company if the termination is later challenged.

Can the employee push back on the PIP?

Yes — the employee should be encouraged to comment, dispute factual claims, or suggest modifications to objectives during the 24-48 hour window between receiving the draft and signing the final version. Acknowledgment signature confirms receipt, not agreement. If the employee believes the plan is retaliatory or discriminatory, they have the right to raise that with HR and (in many jurisdictions) external bodies. Ignoring those concerns is a serious mistake.

IV.
IV.Related paid templates

The documents around the PIP.

A PIP is usually one document in a chain — preceded by a warning, often followed by a termination. The paid library has each.

V.
V.The wider library

Every HR document, in one library.

$49 each. No subscription. Instant download.