Giving an employee a structured chance to improve, before any further action, is fairer to them and easier for the company to stand behind. A good plan sets out the gap in facts and numbers, agrees what will be measured, records the support the company provides and keeps a signed record of every check-in.
With this template, you can:
- describe each performance gap against the job description, agreed KPIs or your performance policy;
- set three to five measurable objectives with targets and deadlines;
- record the training, coaching and resources the company will provide;
- log check-ins at least every two weeks, signed by both parties;
- close the plan with a documented outcome: successful, extended, reassigned or unsuccessful.
The file includes a readiness checklist, the seven-section form, a completed example for a Sales Executive and guidance notes for managers. In Vietnam, a PIP should link to the employer's own performance assessment regulation. The template is general reference, not legal advice; adapt it to your policies and the rules that apply to your employees.
