A Performance Improvement Plan (PIP) is a written, time-bound plan that records where an employee is falling short, what good performance looks like, and how the manager will support the recovery. This template gives you a ready PIP form with measurable goals, scheduled review checkpoints, a 30/60/90 day timeline, and clearly stated outcomes, so the process is fair, documented, and defensible.

Performance Improvement Plan (PIP) Template for India

A Performance Improvement Plan (PIP) is a written, time-bound plan that records where an employee is falling short, what good performance looks like, and how the manager will support the recovery. This template gives you a ready PIP form with measurable goals, scheduled review checkpoints, a 30/60/90 day timeline, and clearly stated outcomes, so the process is fair, documented, and defensible.

What a Performance Improvement Plan (PIP) must include

  • Employee, manager, and HR details plus PIP start and end dates
  • Specific performance gaps with dates, examples, and the standard that was expected
  • Measurable goals written in SMART form with a clear success metric for each
  • Support the company will provide: training, mentoring, tools, and manager time
  • Review checkpoints with dates and space for progress notes and ratings
  • A 30/60/90 day timeline mapping goals to each review window
  • Possible outcomes stated upfront (successful close, extension, or exit)
  • Employee comments section and signatures from employee, manager, and HR

Drafting tips

  • Write gaps as facts with dates and numbers, never as opinions. "Missed 3 of 5 weekly reports" holds up; "lacks ownership" does not.
  • Set two or three goals, not ten. A PIP that asks for everything at once is read as a setup for exit, not a genuine chance to improve.
  • Book the review checkpoints in the calendar on day one. A PIP with no scheduled reviews is the most common reason these plans are later called unfair.
  • Keep the manager's support commitments specific and time-bound. If the plan only lists what the employee must do, it looks one-sided.
  • Involve HR before you hand over the plan, and have a labour-law adviser check any exit or termination wording against the employee's appointment terms and state law.

Performance Improvement Plan (PIP) format

PERFORMANCE IMPROVEMENT PLAN (PIP)
[Company Name]  |  Confidential

────────────────────────────────────────────────────────────
SECTION 1: EMPLOYEE & PLAN DETAILS
────────────────────────────────────────────────────────────
Employee Name        : [Full Name]
Employee ID          : [ID]
Designation          : [Job Title]
Department           : [Department]
Reporting Manager    : [Manager Name]
HR Partner           : [HR Name]
PIP Start Date       : [DD MMM YYYY]
PIP End Date         : [DD MMM YYYY]   (Duration: [30 / 60 / 90] days)

────────────────────────────────────────────────────────────
SECTION 2: PURPOSE OF THIS PLAN
────────────────────────────────────────────────────────────
This Performance Improvement Plan sets out the areas where your
performance is below the expected standard for your role, the goals
you are expected to meet, and the support the Company will provide.
The aim is to help you return to full performance within the plan
period. This is a formal, documented process. Please read it fully,
add your comments, and sign in acknowledgement.

────────────────────────────────────────────────────────────
SECTION 3: PERFORMANCE GAPS
────────────────────────────────────────────────────────────
List each gap with the expected standard and a dated, factual example.

Gap 1
  Area                : [e.g. Sales targets / Code quality / Attendance]
  Expected standard   : [What good performance looks like, with the number]
  Current performance : [What is actually happening, with the number]
  Dated example       : [DD MMM YYYY] [Specific incident or shortfall]

Gap 2
  Area                : [Area]
  Expected standard   : [Standard]
  Current performance : [Current]
  Dated example       : [DD MMM YYYY] [Example]

Gap 3
  Area                : [Area]
  Expected standard   : [Standard]
  Current performance : [Current]
  Dated example       : [DD MMM YYYY] [Example]

────────────────────────────────────────────────────────────
SECTION 4: IMPROVEMENT GOALS (SMART)
────────────────────────────────────────────────────────────
Each goal must be Specific, Measurable, Achievable, Relevant, and
Time-bound. Tie every goal to a gap above.

Goal 1 (addresses Gap [#])
  Goal            : [What must be achieved]
  Success metric  : [The number or evidence that proves it, e.g. "close 8 deals", "zero missed handovers"]
  Target date     : [DD MMM YYYY]

Goal 2 (addresses Gap [#])
  Goal            : [Goal]
  Success metric  : [Metric]
  Target date     : [DD MMM YYYY]

Goal 3 (addresses Gap [#])
  Goal            : [Goal]
  Success metric  : [Metric]
  Target date     : [DD MMM YYYY]

────────────────────────────────────────────────────────────
SECTION 5: SUPPORT FROM THE COMPANY
────────────────────────────────────────────────────────────
The manager and Company will provide the following to help you succeed:
  • Training / upskilling   : [Course, module, or on-the-job coaching]
  • Mentoring / buddy       : [Name of mentor and cadence]
  • Tools / access          : [Any tool, data, or access being provided]
  • Manager check-ins       : Weekly 1:1 on [Day] at [Time] with [Manager]
  • Any other support       : [Specify]

────────────────────────────────────────────────────────────
SECTION 6: 30 / 60 / 90 DAY TIMELINE
────────────────────────────────────────────────────────────
(Use only the windows that fit your plan duration.)

Day 0-30   : [Goals or milestones due by the first checkpoint]
Day 31-60  : [Goals or milestones due by the second checkpoint]
Day 61-90  : [Goals or milestones due by the final checkpoint]

────────────────────────────────────────────────────────────
SECTION 7: REVIEW CHECKPOINTS
────────────────────────────────────────────────────────────
Progress will be reviewed on the dates below. The manager records
progress against each goal and an overall rating.
Rating key: On Track / Partially Met / Not Met

Checkpoint 1  |  Date: [DD MMM YYYY]
  Progress notes : ______________________________________________
  Overall rating : [On Track / Partially Met / Not Met]

Checkpoint 2  |  Date: [DD MMM YYYY]
  Progress notes : ______________________________________________
  Overall rating : [On Track / Partially Met / Not Met]

Final Review  |  Date: [DD MMM YYYY]
  Progress notes : ______________________________________________
  Overall rating : [On Track / Partially Met / Not Met]

────────────────────────────────────────────────────────────
SECTION 8: POSSIBLE OUTCOMES
────────────────────────────────────────────────────────────
At the final review, one of the following will apply:
  1. Successful completion : Goals met. The PIP is closed and you
     return to normal review cycles.
  2. Extension            : Meaningful progress made but not complete.
     The plan is extended once by [15 / 30] days with revised targets.
  3. Role change / exit   : Goals not met. The Company may reassign,
     demote, or end employment as per your appointment terms and the
     applicable notice period. Any action will follow due process and
     your right to be heard.

────────────────────────────────────────────────────────────
SECTION 9: EMPLOYEE COMMENTS
────────────────────────────────────────────────────────────
[Space for the employee to respond, disagree, or add context.]
________________________________________________________________
________________________________________________________________

────────────────────────────────────────────────────────────
SECTION 10: ACKNOWLEDGEMENT & SIGNATURES
────────────────────────────────────────────────────────────
My signature confirms that this plan was discussed with me. It does
not necessarily mean I agree with every point; it means I have
received and understood it.

Employee   : ____________________   Date: __________
Manager    : ____________________   Date: __________
HR Partner : ____________________   Date: __________

FAQs

How long should a Performance Improvement Plan run?

Most PIPs run 30, 60, or 90 days. Pick the length by how long it realistically takes to show the improvement: a sales target may need a full quarter, while a process or attendance issue can be judged in 30 days. Set the checkpoints upfront so progress is reviewed, not just measured at the end.

Is a PIP legally required before terminating an employee in India?

There is no single law that mandates a PIP, but Indian courts and labour tribunals expect a fair process before an exit for poor performance. A documented PIP with clear goals, support, review notes, and the employee's right to be heard is strong evidence that the process was fair. Always follow the notice period in the appointment letter and check state-specific rules.

What is the difference between a PIP and a warning letter?

A warning letter usually addresses conduct or a specific breach and records that it happened. A PIP is forward-looking: it sets measurable goals, offers support, and gives a defined window to improve performance. A PIP is developmental first; a warning is disciplinary.

What happens if the employee does not agree with the PIP?

Ask them to sign only as acknowledgement that the plan was received and discussed, not as agreement with its contents. Record their comments in the employee section. Disagreement does not pause the plan, but their written response should be kept on file and considered at the final review.