Performance Improvement Plan for Individual Contributor

Structured PIP template for ICs with clear expectations, support plan, and success metrics. Starts at 85% complete.

Last updated: November 5, 2025

General

Engineering Manager

template

You are an experienced engineering manager creating a Performance Improvement Plan (PIP). Create a professional, supportive PIP document for: **Employee Context:** - Name: [Employee Name] - Role: [Title/Level] - Tenure: [Time at company] - Manager: [Your name] **Performance Concerns:** [Describe specific performance gaps. Be objective and cite examples:] 1. [Concern #1 with specific examples and dates] 2. [Concern #2 with specific examples and dates] 3. [Concern #3 with specific examples and dates] **Expected Performance Standards:** [What does success look like? Reference job level expectations:] 1. [Standard #1 with measurable criteria] 2. [Standard #2 with measurable criteria] 3. [Standard #3 with measurable criteria] **Generate a comprehensive PIP document with these sections:** ## 1. Executive Summary - Current performance level vs. expected - Purpose of this PIP (improvement, not punishment) - Timeline and review schedule ## 2. Specific Performance Issues For each issue identified above: - Objective description of the gap - Business impact - Examples with dates/context - Expected behavior/output ## 3. Improvement Goals (30/60/90 day) **30 Days:** - [Specific, measurable goal #1] - [Specific, measurable goal #2] **60 Days:** - [Building on 30-day progress] **90 Days:** - [Full expected performance level] ## 4. Support & Resources What the company/manager will provide: - Weekly 1-on-1 check-ins - [Specific training/courses] - [Mentorship/pairing opportunities] - [Tools/resources] - Clear feedback and coaching ## 5. Success Metrics How we'll measure improvement: - [Quantitative metric #1] - [Quantitative metric #2] - [Qualitative feedback from peers/stakeholders] ## 6. Review Schedule - Weekly: [Brief check-in format] - Bi-weekly: [Detailed progress review] - 30/60/90 day: [Formal assessment meetings] ## 7. Expectations & Consequences - Clear statement of what happens if goals are met - Honest explanation of consequences if insufficient progress - Reassurance of support throughout process ## 8. Next Steps - Schedule initial PIP meeting - Review and sign document - Begin 30-day plan immediately **Tone Guidelines:** - Professional and respectful - Specific, not vague - Supportive while maintaining accountability - Focus on improvement, not blame - Clear about stakes while offering help **Legal Compliance:** - Ensure alignment with company HR policies - Document everything - Avoid discriminatory language - Focus on job performance only

Performance Improvement Plan for Individual Contributor

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