Official form guide
Form performance improvement plan: Performance improvement plan
This form is a Performance Improvement Plan (PIP) issued by the Fair Work Ombudsman. You use it when an employee needs to formally improve their work performance.
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Form Overview
Fair Work Ombudsman Form performance improvement plan - Performance improvement plan
This form is a Performance Improvement Plan (PIP) issued by the Fair Work Ombudsman. You use it when an employee needs to formally improve their work performance.
Risk Radar
Scan points- 1Do not skip defining SMART goals; vague targets mean a weak PIP.
- 2Not clearly linking the PIP goals back to job duties.
- 3Failing to set a realistic review date for the plan.
- 4Only listing problems without suggesting solutions.
- 5Forgetting signatures from both the employee and manager.
Plain English
Think of this as a formal 'get better' document at your workplace. It sets clear goals for someone who isn't meeting expectations right now. The Ombudsman uses this to track progress and ensure fair treatment under Australian employment law.
Submission Date
- Filing date: Submit it when performance issues are identified, usually after informal coaching has failed to resolve the problem.
- Preparation window: collect IDs, supporting records, and signatures in advance.
- Final review: verify names, dates, and required fields before submission.
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What this form is for
- Use this form when an employee's job performance is below expected standards.
- It is used to formally document the required improvements, not just a casual chat.
- This PIP kicks off a structured process for improvement, unlike a general workplace warning letter.
- If you are addressing specific compliance breaches related to work duties, this form applies.
Form selector
Use this form or another form?
Dispute Resolution/Complaint
Used when an employee has already made a formal complaint against the employer.
✓ Check if your issue is about wages or conditions.
Bullying/Grievance Notice
Use this when the primary issue is workplace behaviour, not just output quality.
✓ Confirm the PIP focuses on 'how' they work, not just 'what' they produce.
Award Variation Request
If you need to change the terms of employment under an award, use this instead.
✓ Ensure your performance gap aligns with the current industrial instrument.
Deadline or filing window
There is no fixed deadline unless requested by an investigation. Submit it as soon as performance issues become serious enough to warrant formal tracking.
Before you submit
- 1Ensure both the employee and manager have signed the document.
- 2Clearly define measurable goals—avoid vague statements like 'be better'.
- 3Confirm deadlines for improvement actions are realistic within the PIP timeline.
- 4Verify that the expected standards match the relevant employment contract or award.
- 5Double-check all dates (start date, review date) are accurate.
- 6Attach any supporting evidence (e.g., performance reviews, incident reports).
How to file this form
- 1Complete all sections of the Performance Improvement Plan thoroughly.
- 2Have both parties sign and date the physical or digital copy.
- 3Submit the signed document to your company's HR system (or relevant internal repository).
- 4If necessary, upload a copy to your myGov portal linked records.
- 5Keep one original copy for yourself as the employee.
Known limitations
- 1This PIP does not automatically resolve all disputes; it is a documented plan, not a final ruling.
- 2The form itself doesn't specify the exact required improvement targets—those must be written in by you.
- 3It does not guarantee success. The outcome depends on employee effort and support provided.
- 4Not confirmed in official source: It does not state whether this PIP overrides other existing workplace agreements.
Field map
Compact field-by-field guide
Applicant
1 items
Full name (and representative, if any), postal address, email, and phone number of the person or organisation lodging the application.
Respondent
1 items
The exact legal name and ABN of the employer or other party the application is made against.
The Matter
2 items
Identify the kind of matter — for example, unfair dismissal, general protections, or an agreement application.
A clear description of what happened, relevant dates, and the outcome you are seeking.
Dates
1 items
Relevant dates such as the date of dismissal or the date the issue arose — these determine whether you are within time.
Supporting
1 items
Any documents that support your application, such as letters, contracts, or notices.
Declaration
1 items
Sign and date the form. Applications may also require a fee or an application for a fee waiver.
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Fillable formOpen in Editor->This Performance Improvement Plan (PIP) is the standard document used when an employee needs formal guidance to boost their work performance. Check the header for any version dates or specific guidelines from the Fair Work Ombudsman.
What changed or needs a fresh check
- Check the date stamp to ensure you have the latest version from the Fair Work Ombudsman.
- Verify if there are new required fields related to specific modern awards (e.g., hospitality or retail).
- Look for updated definitions of 'Performance Gap' or 'Improvement Goal'.
- Confirm any changes regarding mandatory sign-off sections (e.g., HR vs. Manager signature).
Quick Facts
Downloads & source
Sources
- SRCIssued by: Fair Work Ombudsman
- SRCForm Name: Performance Improvement Plan
- SRCFunction: Formal documentation of required work standard improvements.
- SRCContext: Australian workplace employment standards.
- SRCNot confirmed in official source: Specific mandatory fields for small businesses vs. large corporations.
Common confusion points
Confusing it with a general 'Warning Letter'—a warning is often just one event; the PIP is the structured plan following that event.
Thinking the goals must be perfectly quantifiable (e.g., 10% increase) when they can sometimes be behavioural (e.g., always arrive on time).
Not clearly stating *who* is responsible for supporting the improvement (is it just the employee, or also the manager/company?).
Filing it without a clear timeline; people often forget to set a review date.
Source transparency
Copyright & Licensing — Australian Government Forms
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