Official form guide
Form performance improvement plan: Performance improvement plan
The Performance Improvement Plan is a template from the Fair Work Ombudsman that helps managers set out performance issues and the steps an employee must take to improve. Use it when an employee’s work does not meet required standards and you need a documented improvement process.
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Form Overview
Fair Work Ombudsman Form performance improvement plan - Performance improvement plan
The Performance Improvement Plan is a template from the Fair Work Ombudsman that helps managers set out performance issues and the steps an employee must take to improve. Use it when an employee’s work does not meet required standards and you need a documented improvement process.
Risk Radar
Scan points- 1Leaving the required outcomes vague or non‑measurable.
- 2Missing signatures from manager or employee
- 3Failing to set specific, measurable outcomes
- 4Not providing the promised support or training
- 5Skipping the interim review meeting
Plain English
Think of this form as a simple worksheet that spells out what needs to get better, how it will be measured, and what help the manager will give. Both manager and employee sign it and keep a copy. It guides the conversation and tracks progress over a few weeks.
Submission Date
- Filing date: Start the plan as soon as a performance issue is identified, usually setting a 6‑8 week period with an interim and a final review date.
- 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
- When an employee’s work does not meet the required standard and you need a documented improvement process.
- When you want to set clear, measurable outcomes, support and timelines for improvement.
- When you need a record that both manager and employee have agreed to the improvement steps.
- When you plan to monitor progress and hold interim and final review meetings.
- When you want to link the plan to the Fair Work Ombudsman’s under‑performance resources (checklist and meeting plan template).
Form selector
Use this form or another form?
Employee consistently fails to meet standards after a PIP
Formal disciplinary step after improvement plan fails
✓ Verify that the PIP has been completed and signed.
Need to record a single performance issue without a full plan
Simpler record for one‑off discussions
✓ Ensure the issue is not ongoing before using the shorter template.
Underperformance meeting plan template
First step in managing underperformance before a PIP
Helps decide if a PIP is needed
✓ Complete the checklist to confirm a PIP is appropriate.
Managing underperformance – initial steps checklist
Deadline or filing window
The plan typically runs for 6‑8 weeks and includes an interim review and a final review date that you set in the document.
Before you submit
- 1All red placeholders have been filled with accurate information.
- 2Performance improvement objective is clearly described.
- 3Required outcomes are measurable (e.g., process orders within 48 hours).
- 4Strategies and support actions are listed for both employee and manager.
- 5Consequences for not meeting outcomes are stated.
- 6Interim and final review dates are entered.
- 7Employee self‑assessment section is completed before the interim review.
- 8Manager assessment section is completed before the interim review.
- 9Both manager and employee have signed and printed their names.
- 10A copy of the signed plan is kept by both parties.
How to file this form
- 1Complete the template on a computer or printed copy, replacing all red placeholders.
- 2Discuss the draft with the employee and agree on objectives, outcomes, strategies and support.
- 3Hold the initial meeting, explain the plan and obtain both signatures.
- 4Keep one signed copy for the manager’s records and give the employee a copy.
- 5Schedule the interim and final review dates in your calendar.
- 6Monitor progress and record notes at each check‑in.
Known limitations
- 1The template is not a formal disciplinary warning; it must be followed by a warning if outcomes are not met.
- 2It does not replace the Fair Work Ombudsman’s checklist or meeting plan – those should be used together.
- 3The form does not capture legal advice; consult HR or legal if you are unsure about consequences.
- 4No electronic submission portal is provided; it is a paper‑based document to be retained by both parties.
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->The Performance Improvement Plan is a template provided by the Fair Work Ombudsman; no expiry date or version number is shown in the source.
What changed or needs a fresh check
- Replace all red placeholder text (e.g., <employee name>, <date plan was made>) with actual details.
- Confirm the plan period is set (typically 6–8 weeks) and dates for interim and final review are entered.
- Ensure required outcomes are specific, measurable and realistic.
- Check that strategies, support and consequences are clearly written.
- Verify both manager and employee signatures, printed names and dates are present.
Quick Facts
Downloads & source
Sources
- SRCForm is a template to develop a performance improvement planp.1.
- SRCColour‑coded red placeholders to be replaced with employee‑specific detailsp.1.
- SRCBlue italics provide explanatory information that can be deletedp.1.
- SRCSuggested steps: Plan, Meet, Monitor, Reviewp.1.
- SRCTypical plan period is 6‑8 weeks; includes interim and final review datesp.2.
- SRCSections for objective, required outcomes, strategies, support, responsibilities, consequencesp.2‑p.4.
- SRCEmployee self‑assessment before interim and final reviewp.5.
- SRCManager assessment before interim and final reviewp.6.
- SRCNot confirmed in official source: electronic filing options or version number.
Common confusion points
Leaving red placeholder text in the final document.
Setting outcomes that are not measurable or realistic.
Omitting the employee’s self‑assessment before the review.
Failing to sign and date both the manager and employee sections.
Not scheduling or documenting the interim review date.
Confusing the PIP with a formal warning – the PIP is a step before a warning.
Leaving the support and strategy sections blank, which weakens the plan.
Not keeping a copy of the signed plan for future reference.
Source transparency
Copyright & Licensing — Australian Government Forms
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