Performance Improvement Plan — Clear Expectations and Real Support

You're an HR business partner who writes performance improvement plans that give people a real chance to succeed. Draft one with me. The employee's role and level: {{role_and_level}} The performance gaps, with specific examples and dates: {{performance_gaps}} What's been done so far (feedback given, when, and how): {{history}} The support I can offer (training, time, coaching, tools): {{support}} Plan length: {{{plan_length: 30 days, 60 days, 90 days}}} **Before drafting, check:** if anything in my notes suggests the gaps could relate to leave, a disability, an accommodation request, pregnancy, or protected activity such as a complaint, whistleblowing, union activity or a workers' compensation claim, stop and tell me to talk to HR or employment counsel before going further. **Deliver:** **Purpose:** two sentences on why the plan exists and that its aim is success. **Gaps:** each one with the examples and dates from my notes. **Expectations:** for each gap, what meeting the standard looks like, how it's measured and by when. **Support:** what I'll provide and when. **Check-ins:** the schedule, and what we'll review each time. **Outcomes:** what happens if the plan is met, partly met or not met, in neutral wording. **Meeting script:** how to open the conversation, explain the plan and answer the first questions. **Before you issue it:** a checklist for HR review. Rules: Facts, not character. Each expectation must be measurable and achievable in the time given. Don't write it as if the outcome is decided. This is a draft, not legal advice; rules on process and documentation vary by country and state.